New recruits will need to complete minimum processes to ensure legal requirements are met. Some of these may be undertaken before the individual’s first day.
The HR team may lead this aspect of onboarding, but you need to understand what may be required and you may need to be involved with some aspects.
- Employment documentation: This may include completing right to work checks, signing contracts and filling in documentation around benefits and bank details.
- Equipment, software and access to systems and buildings: Make arrangements so that your new hire has everything they need to perform their role from day one. Typically, this includes a PC, a mobile phone, software access and passwords. Think about all the other items they may need to perform their role safely and effectively. Does your new recruit need any specific building security or parking permits? If they are client facing or need to visit supplier or project sites, you may need to think about access beyond your own organisation. To ensure everything is in place, you may need to liaise with the a senior manager, customer contact, IT or HR.
- Where you are onboarding a remote worker, it is particularly important to make sure they receive their equipment before their first day, including clear instructions on setting up. It is not as easy for them to pop along to the IT department or ask a colleague for help, and they are particularly vulnerable to feeling lost and isolated at this stage. Instructions might include, for example, online training modules on display screen equipment and setting up a safe working environment.
All the above aspects work together to ensure you create a professional impression even before the new recruit’s first day in the role.
