Comprehensive New Employee Onboarding Checklist

Creating an employee onboarding program is no small task. Finding the right employee, to begin with, is only half the battle. Once a new hire joins the team, it’s all hands on deck. Onboarding sets the tone for new employees as they start their new careers at your company. To properly equip employees for various job functions, a comprehensive onboarding process needs to be in place prior to the hire.

The Onboarding Process

Effective onboarding is the key to long term employee retention. Those first few days and months on the job determine how engaged, educated, and confident new employees are in their new positions. Studies have shown that up to 20% of new employees quit within their first 45 days on the job. The real cost of employee turnover can be up to 150% of an annual salary, so investing in a comprehensive onboarding program is worth its weight in gold.

The onboarding process is more than administrative paperwork; it’s a personal handshake from the organization to a new hire. Onboarding is a useful tool to assimilate new employees into the organization by providing a big-picture overview, down to the small details of day-to-day expectations.

New employees need an introduction to the company culture, history, mission, values, strategic goals, while also getting role-specific training. All things considered, when new employee onboarding does its job, the result benefits both the employee experience and the organization overall.

Employee Onboarding Software

As noted in the ADP 2016 Employee Engagement Study, only 12% of employees strongly agree their organization does a great job of onboarding new employees. Streamline the onboarding process to ensure your employees are well-equipped for the work ahead with a robust, employee onboarding software.

At Unboxed Training & Technology, we customize onboarding programs to mirror your company culture and increase retention by using real-life scenarios for practical application. Effective onboarding uses the right blend of eLearning, interactive workbooks, classroom training, and reinforcement to turn new hires into high performers, no matter their learning style.

Employee onboarding programs directly affect employee experience being an initial touchpoint for new hires of the organization. Is your employee onboarding software getting the job done? A word to the wise: Health check your onboarding before a new hire tries to learn their job on a subpar program…

New Employee Onboarding Checklist

Does your onboarding start with the basics and keep building? Evaluate your current employee onboarding to see how it measures up. The Essential Employee Onboarding Checklist provides a comprehensive overview of 40+ topics to make sure your new employees are set up for success. We’ve listed five of the main sections below to give you a sneak peek of the content:

employee onboarding training checklist ipad

Organizational Basics

Being basic isn’t always bad. Some information will be standard across the board for all employees to learn; we call this the “Organizational Basics.” New employees usually have little to no context on the company history and need to be informed on the foundational pieces of the business (i.e., mission, vision, company structure, unique value proposition, etc.).

Are you laying a solid foundation for employees at the beginning of the onboarding process before they jump into the more technical aspects of their job?

Human Resources

Time for the company policies. Human resources (HR) help employees grow with the organization by managing expectations, offering career development opportunities, and relaying the company culture in an engaging, inclusive way. Set goals at the beginning with HR to track progress, overall performance, and future promotions.

Is your onboarding program set up to help your employees thrive within the organization?

Meet the Team

Your onboarding program should be personal and involve humans. Onboarding should encourage each employee as a vital, valued player on the company team. As a new player on the team, new hires need to know what position they are playing, what responsibilities they have, and how their role supports organizational goals.

Have you built in face-to-face time in your onboarding process for new hires to socialize cross-functionality?

Role Specific Training

You don’t know what you don’t know. Give new employees the tools and training they need to perform their jobs with excellence. Role-specific training is a mixture of on-the-job learning experience and company provided knowledge bases. Personalize onboarding training to prepare new employees for their specific position in an efficient manner to make them valuable contributors.

Are you providing new employees with everything they need to succeed in their new role?

Measure the Effectiveness of Onboarding

If you don’t measure your onboarding, how do you know it’s working? According to the SHRM 2017 Human Capital Benchmarking Report, the average employee turnover rate was 18% in 2016. When an employee’s job description and on-the-job duties are significantly different, a 2-week notice is likely ready to send in their drafts folder.

Assess employees’ experience with your onboarding process at regular intervals in the same way you would schedule an employee performance review (30, 60, 90 days, etc.). Stay proactive and continually refine your onboarding process with the insight you gain from employee feedback.

How effective is your new employee onboarding program?

Create The Best Employee Onboarding Experiences

Onboarding doesn’t stop once the employee sits at their desk and watches a few videos. New hires will only be “new” for a short period, but onboarding is an ongoing process. Some onboarding programs can take up to two years, depending on the position. The best employee onboarding keeps investing time and resources into new employees until they are productive, valuable assets to the organization.

Are you ready to health check your employee onboarding program? For each checklist item, ask yourself, “How does my current onboarding training stack up?” Then, let us know how you scored so we can help your employees reach their A-game faster!

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Training Delivery Methods: Choosing the Right Modality for Your Content

Content is a huge focus in the training world, though it’s really only one part of the learning equation. The magic happens, though, when strong content is shared through the most effective training delivery methods, enabling the message to be absorbed, retained, and implemented by learners.

Whether your aim is to impart knowledge, sharpen skills, or adjust behaviors, there are a lot of different methods of training delivery to choose from. But there’s no silver bullet. In fact, data continues to prove a blended approach, incorporating more than one modality to deliver your content, increases retention by up to 60%.

So, how do you determine the most effective training delivery methods for your needs? Start by considering the options available and how they align with your goals, audience, and content.

Below is a list of our recommendations.

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    Choosing the Right Modality for Your Content

    Training Delivery Methods for Building Knowledge

    When we speak about training for knowledge, we’re referring to helping learners understand the what and the why of a concept. To tackle these topics, the training delivery methods we recommend hinge greatly on well-organized information and storytelling. These include:

    •  Podcasts
    Borrowing from the popular media format, Podcasts are an excellent way to educate team members, allowing them to absorb information at their own pace in a familiar style.

    •  Infographics
    Visual tools help to reinforce concepts, and the Infographic remains a popular delivery method as it clearly outlines vital data and information in a memorable and engaging way.

    •   Animations
    Another popular visual option, Animations are a great way to educate learners. By imparting critical information in an entertaining way, you can increase both retention and engagement.

    •   Group Discussions
    Part team-building, part training, Guided Group Discussions are a great way to build relationships among team members while educating them on key concepts.

    •   Interactive Training Tools (Pitch)
    These interactive modules from Unboxed’s Training Technology team organize key concepts in an interactive, data-based tool, making it effective for knowledge acquisition and knowledge sustainment (refresher training).

    Training Delivery Methods for Improving Knowledge & Skills

    Building on those, there are several modalities that bridge both knowledge and skills, helping learners to understand the how behind the what and the why. This category of modalities includes:

    •   Instructor-Led Trainings (in-person or virtual)
    Instructor Led Training (ILT) or Virtual Instructor Led Training (vILT) allows you to build upon learned knowledge by giving learners a chance to put knowledge and skills into practice through classroom activities.The bonus of vILT is it allows you to reach learners near and far with training that’s as equally engaging, interactive, and effective as in-person training — without the pricey travel costs.

    •   Interactive Learning Guides
    Self-paced and fully interactive, our Interactive Learning Guides (ILG) keep learners engaged at every step. With a modern, web-like interface, video, animation, gamification, and interactive exercises, ILGs create an engaging experience for learners, making them effective for both knowledge and skills training.

    •   Videos
    Taking cues from what many learners engage in on their own time, training videos are an incredibly popular choice to help learners improve their skills in addition to reinforcing their knowledge.

     

    Training Delivery Methods for Sharpening Skills & Behaviors

    Moving further into training for skills, the delivery methods below allow you to focus more deeply on the tactical responsibilities of your team. These modalities also lend themselves to training for behaviors, educating learners on the action taken, and include:

    •   Group Participation, Hands-On Activities, Role Plays, On-the-Floor Training, Mentor Shadowing
    Each of these training delivery methods differs in their approach but share the same goal: to allow team members to improve their skills in settings and situations where they actually use them.

     

    Training Delivery Methods for Shaping Behaviors

    Behavior-specific training goes one step further, allowing you to work with team members to help them make changes in their interactions, approaches, and performance with direct feedback. There are two modalities that are ideal for this type of training, these are:

    •   Huddles
    Combining the benefits of group participation, hands-on activities, and role play along with direct coaching, Huddles are an excellent training method to help shape and improve behaviors.

    •   Video Simulations
    Offering the same advantages of a Huddle, Video Simulations allow geographically dispersed teams the opportunity to observe team member behavior and coach them to be more effective in their approach.

     

    Need Help?

    We recognize there are a lot of options out there, but choosing a training method doesn’t need to be a chore. We can help you analyze and understand both your goals and content to select the best option for your needs. Reach out to schedule some time with our Training Content Strategists to learn more.

    Want to know more about choosing a training method? Download our free guide!

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    Leadership Training Topics: The Essential Checklist

    Whether we’ve been one of the parties in an awkward supervisor/supervisee relationship, or we’ve watched poor leadership practices impact our organization, we all know managing people requires a specific skill set. Just because we give an individual contributor a new title doesn’t mean they have the skills they need to lead teams effectively—much less enjoy it.

    A CareerBuilder survey reports more than 26% of managers said they weren’t ready to become a leader when they started managing others, and 58% said they didn’t receive any management training at all. According to the ATD whitepaper Experiential Learning for Leaders, only 28% of business executives say they’re effective at developing leaders.

    Wow.

    Leadership training is critically important. In this post, we hope to help you get started on the program your managers need. We’ll make it easy to identify the leadership training topics you need to consider, and we’ll explore different ways you can implement your program.

     

    Leadership Training Topics

    Even though the manager onboarding statistics are concerning, the good news is this—leadership training is a wonderful place to build a strong, sustainable culture of learning.

    We’ve compiled a checklist of leadership training topics to help you answer this question: Where do my managers need to build their skills?

    Leadership Learning Experiences

    Okay, keep that strategy hat on and answer this next question: What type of training experience would be ideal for your managers?

    Ultimately, you want to identify the must-haves that will unleash the most benefits for your company and culture. Here are some considerations to help you brainstorm. In order to meet business, manager, and team needs, many programs choose to blend two or three of these approaches.

     

    IN-PERSON FACILITATED
    PROS
    CONS
    More opportunities to bond, build a support network, and share best practices If facilitated as a full-day or multi-day event, follow-up activities should be developed and implemented to encourage application and defeat the “forgetting curve”
    High learner accountability If facilitated as a full-day or multi-day event, may involve extra costs such as hotel, travel, and food
    Limited distractions Managers are not as accessible to their team members
    Can be developed in bite-sized formats and facilitated in-house to provide continuous learning

     

     VIRTUAL INSTRUCTOR-LED
     PROS
    CONS
    No travel required Fewer opportunities to bond, build a support network, and share best practices
    Can be developed in bite-sized formats and facilitated in-house to provide continuous learning Difficult to measure engagement beyond course participation

    Managers are susceptible to more distractions during the training

    Technology challenges with video, Internet connectivity, and sound can negatively impact the learning experience

     

    SELF-PACED ON DEMAND/JUST-IN-TIME
    PROS
    CONS
    No travel required Fewer opportunities to bond, build a support network, and share best practices
    Simple course completion tracking Difficult to measure engagement beyond course completion
    Typically organized in bite-sized courses, so managers can balance training with supporting their teams Managers are susceptible to more distractions during the training
    Consistent information and experience
    Easy to administer

     

    Leadership Training Timing

    Based on our experience, the best time to enroll managers in training is right when they’ve been promoted, or “just in time.” Relevant leadership training is the antidote to sink-or-swim, a practice that hurts confidence, morale, and your company’s net promoter score.

    Waiting for managers to ask for help is risky. You’ll lose productivity, and some of your managers with the potential to be great leaders might realize another company offers more support and professional development.

    When it comes to leadership training, strike while the iron is hot, when managers are eager to learn. Proactively equip them with the skills they need to confidently excel in their new role.

     

    Next Steps

    Hopefully, you’re starting to get a vision for the type of leadership training topics your managers need, and the type of learning experiences that will support your goals. Keep in mind learning experiences can be combined in order to create a blended approach, and you can always hire a partner to help you develop your strategy.

    Managers want to feel equipped for their roles so they can make a positive impact on your company and the lives of their direct reports. When you build their skills and confidence, you create a more sustainable organization and a better place to work.

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    Creating Your LMS Requirements Checklist: A Step-by-Step Guide

    There’s no way around it: choosing a learning management system, whether it’s your first LMS or you’re making the switch, is tricky. And let’s be honest, there’s a lot of unhelpful information out there claiming to be your complete guide to selecting an LMS. Here’s the truth: a one-size-fits-all LMS requirements checklist doesn’t exist, because no one knows the unique needs of your business except for you.

    With that in mind, the Unboxed team sat down and thought: why not empower training leaders to explore their training needs and create an LMS requirements checklist that meets those needs?

     

    Creating Your LMS Requirements Checklist: A Step-by-Step Guide

     

    So, instead of producing another half-baked LMS checklist, we decided to create a powerful tool you can actually use:

    A step-by-step LMS buyers guide that teaches you how to identify your unique LMS requirements and establish a simple process for choosing your first LMS or switching your current LMS.

    If you’re looking for a proven method to determine your company’s training needs—and a step-by-step guide to get you through LMS implementation—then download Creating Your LMS Requirements Checklist: A Step-by-Step Guide.

     

    Want to know more about what’s included in the guide? We’ve got you covered. Keep reading for an in-depth preview of what’s inside.

     

    THE BUSINESS CASE FOR A GREAT LMS & GREAT TRAINING

    A learning management system is simply software that delivers training content, hosts resources (like PDFs, digital learning guides, and links to online content), and tracks each user’s progress over time.

    It’s worth noting that while most companies use their LMS to deliver onboarding, sales and compliance training, recent data on talent acquisition and development has prompted a deeper desire to think more about the effectiveness of that training content, and how and when it is delivered.

    What you’ll find inside the guide:

    • The 5 classifications of LMSs everyone should know
    • What Millennials are really looking for in the workplace
    • Recent data on how to retain and nurture high performing employees
    • How to boost your company’s revenue with a great LMS and custom training

    HOW TO CHOOSE YOUR NEW LMS THE RIGHT WAY

    RULE #1: DON’T START WITH FEATURES

    Crawling and walking, horses and carts. It’s always the same mistake: we want to skip to the end instead of beginning at the, well, beginning. Before you can start creating a list of LMS requirements, you have to understand your users, the content they want to engage with, and how, when, and why they want to engage with it.

    Jumping right to the end and picking LMS features isn’t like spoiling the ending of your favorite novel. It’s more like wasting your department’s budget by implementing a training system that your colleagues will never use. It’s a sure-fire way to instantly kill any organic desire for a culture of learning at your company.

    What you’ll find inside the guide:

    • How to assemble a diverse stakeholder team
    • How to identify user roles to understand your company’s diverse needs
    • How to write user stories that map out your company’s training goals
    • How to separate LMS must-haves from nice-to-haves

    CHOOSING A NEW LMS OR MAKING THE SWITCH

    If you’re new to learning management systems, there is one thing you must focus on before anything else: quality training content. Even the best LMS isn’t worth a penny without great content, so work at adopting a smart, company-wide training content strategy first, and don’t get bogged down by starting with LMS features.

    If you’re switching to a new LMS, you most likely have a training content strategy already in place. But, you still need to build a list of clearly-articulated pain points about what’s missing in your current LMS and what you need in your new one. Then, you need to work with your LMS provider to build an implementation plan that address your specific data migration needs.

    What you’ll find inside the guide:

    • Some notes on the importance of great training content and a training strategy
    • A few quick insights on data migration and your pain points

    VETTING YOUR LMS PARTNER: WHAT YOU SHOULD BE ASKING

    It should be simple, so what makes choosing the right LMS so complicated?

    Not only do you have to show your stakeholder team the business case for LMS adoption, you also have to marry great training content with the right list of LMS features that are best for your company.

    And on top of that, if you’re not asking your future LMS provider the right questions up front, it’s hard to know whether you’re simply getting a vendor (who just wants to land your account) or a true business partner (who is deeply invested in your success).

    What you’ll find inside the guide:

    • 5 questions to ask every LMS provider

    THE LMS Requirements CHECKLIST

    Throughout the process of choosing a new LMS, we know you’ll want to stay organized. So, we’ve also included a simple checklist that keeps everything in one place and helps you track your progress.

    It’s basically your cheat-sheet. And, we’re here to help in any way we can.

    What you’ll find inside the guide:

    • A two-page checklist you can use throughout your LMS implementation process, from building your stakeholder team to hyping your launch

    SPOKE® AND UNBOXED TRAINING: YOUR PERFECT PAIR

    C’mon; we wouldn’t be doing our job if we didn’t at least take one opportunity to tell you about our world-class LMS, Spoke®, and Unboxed Training, our custom training design team.

    After you’ve downloaded the LMS requirements checklist, make sure to visit our Spoke page to check it out for yourself. While you’re there, you can also sign up for a personalized demo.

    Training Video Production, Humanized

    Conquer Training Video Production

    Learn what to expect during pre-production, production, and post-production when you partner with Unboxed by downloading our free guide.

    As a kid I wanted to be Alfred Hitchcock. As a graduate student I won a screenwriting award. Today, as the Director of Content Strategy at Unboxed, I’ve had the honor of being part of a team that’s produced hundreds of microlearning videos for our clients.

    You’ll often hear me say, “Use as much video as possible!” However, over the years I’ve observed how corporate training video production intimidates most people in the market for it. They have justifiable concerns about production costs, timelines, actors, branding, and quality.

    In an effort to make the production process a little more human-friendly, we created the Training Video Production, Humanized guide. The guide covers enough video terminology to make you dangerous, plus what you can expect during pre-production, production, and post-production.

     

    Video Works

    Before you read any further, you need to know why training videos work—and why it’s such a worthwhile investment of your time and money. Here are a few helpful stats:

    • At least 65% of people learn by seeing.
    • As we discuss in the article Employee Training Videos—What Style is Right for YouCisco projects 82% of all Internet traffic will be video by 2021; An estimated 75% of the workforce will be Millennials by 2025and Millennials are some of the heaviest consumers of video as a medium.
    • Entering the workforce on the heels of Millennials is Gen Z, and 70% of Gen Zers watch more than two hours of YouTube each day.
    • Video-based training programs can deliver impressive results—like 70% completion rates for training considered optional. (I mean, who takes optional training?! People who like videos, that’s who.)

     

    Training Video Production: Things to Know Up Front

    So, let’s go ahead and assume we’re creating microlearning training videos, not feature-length films. This has positive implications when it comes to your training video production costs. For training to be considered microlearning, it should be 5 minutes or fewer (we usually target 2-3 minutes) and focus on a single topic. Your microlearning video could be live action, animation, or a combination of both.

    To feel comfortable throughout the training video production process, you’ll need to familiarize yourself with a little bit of terminology. Let’s start with the people you’ll meet.

     

    People You’ll Meet

    In most cases, the higher the fidelity and complexity of the video, the more team members are involved. Higher-fidelity training videos often involve sophisticated lighting setups, professional actors, additional sound and camera equipment, and extra crew. In our frequent participation in the 48 Hour Film Project, we’ve seen how the absence of the right equipment—particularly lighting and sound—can significantly reduce the impact of your content. Sometimes an iPhone just won’t cut it.

    The Training Video Production, Humanized guide outlines the roles involved in a typical Unboxed training video shoot. Some of our corporate training video productions require more hands on deck, while some require less.

    Here’s a sample of the people you’ll meet. Download the guide to meet the whole team.

     

    Training Video Production Humanized - People you'll meet on set

     

    What to Expect During Pre-Production

    We can break training video production down into three phases: pre-production, production, and post-production. In a nutshell, pre-production includes all of the up-front scripting, storyboarding, casting, and planning. Your Content Strategist and Producer will handle most of the heavy lifting during this phase, and they’ll be asking for your feedback and approval along the way.

     

    Pre-Production FAQs

    Will we get to see what the actors look like to make sure they reflect the diversity and tone of our organization? Yes! We’ll work closely with you to understand the right demographics and find talented actors that represent your company well.

    What if I can’t afford professional actors? In our experience, professional actors deliver the best result and keep your content evergreen. However, if you’d prefer to use your own employees, we can share some best practices with you to set them up for success.

    Will we get to recommend locations? Absolutely! In addition to that, we’ll also let you know if we can achieve the right look near our Richmond headquarters. If our crew doesn’t travel far, we can save you money.

    Who should plan to be there on shoot day? We’d love to invite at least one subject-matter-expert (SME) on set with us. This person can be a great resource on shoot day and help ensure scenes are true-to-life.

     

    What to Expect During Production

    If you’ve never been on set during a training video production, you’re in for a treat. It’s exciting to see all of the scripting, casting, and planning come together. It’s also busy—the Unboxed team is efficient and works hard to capture a lot of footage in a day. Wear comfortable shoes!

    You’ll enjoy watching our Directors in action as they coach talent and keep things moving from one scene to the next. They’ll check in with you often and make sure you’re satisfied with what’s being captured.

     

    Production FAQs

    What should I wear to the shoot? We recommend wearing something casual or business casual. You want to make sure you’re comfortable. Pay special attention to footwear! Flats typically work best.

    What is my role on set? We love having clients on set because you can make sure each scene is a realistic portrayal of your organization. You’ll have the opportunity to consult with our directors to make sure they’re giving the talent the right direction according to your brand and subject matter expertise. Keep us honest and confirm we’re doing a great job.

     

    Other Terms You’ll Hear

    MOS. Lower thirds. Slate. Camera speed.

    There are plenty of other video production terms where these came from. While you’re on set, the Unboxed team will be more than happy to go over any questions you have about what something means or why we’re capturing footage a certain way.

     

    What to Expect During Post-Production

    In the post-production phase, we create your final training video. Our Director of Photography sits in a dark room for three straight days, wearing headphones and moving pixels around. He only breaks for lunch.

    Just kidding. Post-production can actually be very collaborative, as our Content Strategist, DP, and Producer work together to agree on the best shots, make smart editing decisions, and keep the project on budget. By the time you see the first cut, it’s already been through at least one round of internal review.

     

    Post-Production FAQs

    What’s my role during post-production review? We’ll send you the first cut of the video and ask for your feedback or approval. At this stage in the production process, we can still edit music, transitions, and text on screen, and if necessary, we can also look into alternate takes and shots.

    How many rounds of review do I get? Your training video production budget includes one first cut review. Once we get your feedback on the first cut, our editor makes any changes you requested and delivers your final, polished video.

    I have late feedback from an important stakeholder. What should I do? Talk to us! It happens, and our goal is to deliver training you’re happy with. Help us understand the request, and let us come back with a recommendation in case it impacts scope and timeline.

     

    Lights, Camera, Action!

    When it comes to corporate training video production, gone are the days of talking heads. With so many training video styles available, video is one of the best ways to engage your learners. Sure, production planning takes work, but it’s exciting and fun, and in the end you’ll have training you’re proud to show off. With the right team in place, shooting video doesn’t need to be intimidating—or a hassle.

    And now that you know what to expect during the corporate training video production process, find the right partner who can help you decide which type of video treatment is right for you, estimate costs, and deliver better results. We’d love to tell you more about our custom training solutions.

    Conquer Training Video Production

    Learn what to expect during pre-production, production, and post-production when you partner with Unboxed by downloading our free guide.

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    The Essential Employee Onboarding Checklist

    There’s a big difference between onboarding and orientation. Yes, they both start with an “O” and are crucial to new hires, but they’re different.

    Orientation is a company-centric checklist completed in your new hire’s first week. Onboarding is a job-specific process that creates a confident, engaged and valuable contributor over many months.

    So, the question is, does your current onboarding program go beyond the basics of orientation and cover everything your new hires need to get up to speed and productive quickly? To find out, download the Essential Employee Onboarding Checklist. For each checklist item ask yourself, “Is my current onboarding training great, does it need work, or is it non-existent?”

    Employee Onboarding Checklist: The Essential Topics for new hire and onboarding training

    Topics Included

    In the Essential Employee Onboarding Checklist, we cover everything from organizational basics (i.e. company history, vision, and goals) and meeting your new team (because face-to-face time is so critical) to one-to-one checkpoints (yes, that includes mentors and managers) and measuring the effectiveness of your onboarding program.

    With 40+ topics, this checklist will inspire you to look at onboarding in a whole new light. Gone are the days of sink or swim for your new hires. Hello, awesome onboarding.

    So, What’s Next

    After reviewing the Essential Employee Onboarding Checklist and understanding how your current program measures up, you have a few options:

    1. Check out our list of onboarding best practices to help you create or improve your new-hire training on your own,
    2. Learn how we can help your employees reach their A-game faster with a custom onboarding program built just for you, or
    3. Do nothing (warning: not recommended unless your existing onboarding training is already awesome).

    Download the Checklist

    Remember, orientation isn’t onboarding. Download the Essential Employee Onboarding Checklist to learn what goes into a great onboarding program. Then reach out and let us know how we can help.