Redbooth Templates

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Onboarding a new team member just got easier! Now you can support each new hire with a comprehensive onboarding workspace. Help them start things off on the right foot — and track paperwork and key steps throughout the process.

Who's this template for:


Human Resources manager
Hiring managers
Team leads
SCRUM master

New Employee Onboarding

Onboarding a new team member just got easier! Now you can support each new hire with a comprehensive onboarding workspace. Help them start things off on the right foot — and track paperwork and key steps throughout the process.

Who's this template for:

  • Human Resources manager
  • Hiring managers
  • Team leads
  • SCRUM master

New Employee Onboarding

PRE-ARRIVAL

  • Onboarding Paperwork
  • Gather candidate data
  • Put together Welcome Package / New Employee Handbook
  • Call new hire
  • Set up calendar
  • Prepare new hire's calendar for the first month
  • Add profile to company.com/about
  • Set up the physical workspace
  • Set up digital workspace
  • Prepare the team for new hire's arrival

FIRST DAY

  • Onboarding meeting with HR
  • Take new hire on company tour
  • Introduce to physical workspace
  • Introduce to digital workspace
  • Clarify first weeks's schedule
  • Confirm required and recommended training

FIRST WEEK

  • Arrange personal meeting with C-Level managers
  • 5-day checkup
  • First company internal training
  • First weekly team meeting
  • Initial assignment
  • Daily chat to touch base with new hire

FIRST MONTH

  • Ensure new hire has attended a new employee orientation session
  • Review meeting with new hire and onboarding mentor
  • Introduce employee to key people and bring him/her to relevant events
  • Give employee an additional assignment
  • Discuss performance and professional development goals
  • Schedule jour-fix meetings
  • Conduct jour-fix meetings
  • Provide meaningful everyday feedback

FIRST QUARTER

  • Provide information about continued learning opportunities
  • Check if needed training is completed
  • Request the new hire's feedback on training sessions
  • Take new hire to lunch
  • Discuss appropriate flexible work options
  • Share performance goals and professional development goals
  • Give new hire assignments that are challenging yet doable
  • Performance check-in with mentor and new hire
  • Schedule regular one-on-one meetings

FIRST SIX MONTHS

  • Meet with new hire and mentor at the end of their structured mentor relationship
  • Invite new hire to company events
  • Involve new hire in an activity outside of his/her work area
  • Review progress on performance goals and professional development goals
  • Six-month performance review
  • Decide on contract renewal

FIRST YEAR

  • Get employee’s feedback on ways to improve the onboarding experience
  • Invite new hire to company events and introduce him/her to others
  • Have a conversation with employee about his/her experience at the company
  • Provide formal feedback during the annual review process
  • Celebrate successes and recognition of employee’s contributions