The 6 things you need to do to successfully onboard your new starter

The 6 things you need to do to successfully onboard your new starter

I am pleased to introduce Corrine Ward, CIPD qualified HR Professional. Corrine has over 10 years experience working in fast-paced, high growth, complex multi-site Engineering, IT and Biotech organisations. She’s also a master baker. We have known each other for more than 10 years now – and having worked together on many projects I can honestly say she is a true professional in her marketplace always looking to find new ways of supporting her employees and managers.

It is with great pleasure that I introduce Corrine as the next H2 Guest Writer. I am delighted to share her thoughts with you on a topic that often gets overlooked. Let me hand you over to Corrine…


In a market where candidates are assessing potential employers throughout the recruitment process to establish if they are the right fit for their next career move, employers have had to change their approach to secure the best talent. This doesn’t stop at offer stage and, like any partnership, needs to continue throughout the employment relationship. Here are my top tips to putting together a successful onboarding programme for your new starter:


The lead up to the first day

This is a critical time to build excitement about joining and to make the new starter feel as though they will be a welcome addition to the team. You may use this time to tell them about what to expect during their induction, share key introductory documents such as an overview of the structure of the business, and to ensure the inevitable new starter paperwork is in place.


Day one arrangements

Plan ahead for the new starter’s first day to ensure everything is in place for their arrival. There’s nothing worse than not having a desk for them, or their device not being ready for them to use. Even small touches like a notepad, pens and basic stationery can ensure the new starter feels as though they’re cared about.


Meeting key people

Think about the key staff your new starter is going to interact with, both within your team, as well as key stakeholders in other teams or externally. Consider arranging short introductory meetings for them – this is invaluable for building relationships and to provide valuable context.


Company/HR introduction

Ensuring the new starter understands the business, its activities, structure, local customs/guidelines and some of the ‘–isms’ that come with every business is another important part of onboarding. If you haven’t already, having a company induction on day one can be a helpful addition to support the new starter to assimilate themselves with the business.


Structured plan

Think about what the new starter is expected to achieve as part of their role and consider how you will help them to learn their role. Whilst this sounds quite granular, it ensures that you don’t miss anything that might derail the new starter’s progress.


Reviews and check ins

Meet with your new starter regularly to ensure they have the support they need, can ask any questions and for you to pre-empt with them if things aren’t going smoothly. If the new starter isn’t quite where they need to be, it gives you an early opportunity to provide an intervention to help them improve.


Thank you for these great tips Corrine. It’s really great to see a business valuing the importance of a solid onboarding process. It is integral to creating a positive experience at what can be a daunting time for employees. If you’d like to read more about Corrine please do take a look at her LinkedIn profile.