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Onboarding Checklist

Onboarding is a key part of any employee experience, generally encompassed by the first 90 days when a candidate arrives at your organization, ready to take on their new role and meet the team.

As with any part of the employee experience, Onboarding should be handled thoughtfully, especially during a new employee’s first few weeks. The organization (and especially the new employee’s manager) should be clear about expectations and responsibilities while balancing the need to ramp up the new hire at the right pace. The onboarding team should also be clear about equipment, tools, processes, and people the new hire should become familiar with.

As a general rule, learning should be the focus of the first 30 days, building should be the focus for the next 30 days, and execution should drive the final 30 days in onboarding.

A successful onboarding experience should leave a new hire excited about their upcoming work, informed about their responsibilities, and welcomed to the team. To make this process easier, we’ve assembled an onboarding checklist.

This template is intended to help teams create an effective and informative onboarding experience. It is important to remember that state and federal laws may place additional requirements on this process. This policy should be reviewed by legal counsel prior to implementation.

To save your own copy, click File > Make a Copy, create a new title, and choose where you'd like to save it in your own Google Drive.

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Onboarding Checklist

The new hire, their direct manager, and a representative from HR will work together to ensure checklist items are completed.

First 30 Days

  • Turn in initial completed paperwork to HR
  • Receive equipment
  • Attend orientation
  • Grab lunch with the team on your first day
  • Ensure network account is configured
  • Discuss role expectations with manager
  • Attend daily Q&A sessions with manager for the first week
  • Review employment policies and guidelines
  • Schedule time to meet with key teammates
  • Schedule weekly 1:1s with manager
  • Review current tools and processes
  • Work with manager to define key goals for the first 90 days of employment
  • Tour departments and attend department intro meetings
  • Review key team materials and resources

First 60 Days

  • Revisit onboarding goals and job expectations
  • Share feedback on onboarding process

First 90 Days

  • Schedule skip-level meeting
  • Revisit onboarding goals and job expectations
  • Highlight work progress at upcoming team meeting
  • Share final feedback on onboarding process

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