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Provide training on the company’s IT security policies, confidentiality agreements, and the proper use of technology resources.

Educate the newcomer about the products or services offered by the company, including any necessary training materials or demos.

Ensure the employee understands legal and ethical standards applicable to their role and the industry, including anti-discrimination and harassment policies.

Outline a structured onboarding schedule for the first week including orientation sessions, training, and meet-and-greets.

Arrange a session for the new hire to meet their immediate team members and understand their roles.

Clearly communicate job responsibilities, performance goals and the performance review process.

Assign a mentor or buddy to guide the new employee through the onboarding process and provide support as they adjust to the new workplace.

Conduct a survey or interview with the new hire to gather insights about their onboarding experience and ways to improve the process.

Send a personalized email to the new employee containing information about the first day, company culture, and what to expect.

Guide the new employee through the benefit options available and the enrollment process.

Create a mechanism for the new employee to receive constructive feedback and to share their onboarding experience for continuous improvement.

Discuss and plan for the employee's growth and career development within the company.

Collect necessary documents such as tax forms, employment agreements, and direct deposit information prior to the start date.

Prepare the new hire’s workspace with necessary equipment, login credentials, and access cards.