Onboarding a new employee can be quite challenging and time-consuming. Every phase of the employee onboarding process is important, so make sure to have a new hire checklist to onboard your new employee. You can use the following outline as a guide, however, every organization will have its own unique requirements. These tasks will need to be adjusted for the type of employment (full time, part time, seasonal), but having an initial, general list will provide a good starting point for different positions. We have outlined a new employee onboarding checklist to make it less daunting.
Create a list of tasks that new employees will need to complete and that current team members will need to work on/setup prior to the new employees first day. Example tasks to put on new hire checklist could include, but are not limited to:
Prepare any State & Federal tax forms that need to be completed. Some of these forms might require input from multiple individuals. Having a system in place where these can be created and completed online can save time and resources. The ability to upload these forms form a library can be beneficial to any busy HR professional.
Having a system in place to easily upload and create fillable forms can make this task much easier.
Prepare any job-related forms that will need to be completed and/or signed by the employee or current team member.
Gather any health insurance forms and benefits information
Identify any computer or other peripheral needs that need to be set up prior to the employee arriving on the first-day
Order any technology equipment
Order phone and create new extension
Obtain a new photo ID
Order business cards
Order any materials/supplies needed by the new employee
Make any arrangements for parking/transportation
Add new employee to relevant email lists Identify any socialization tasks such as a tour of facilities or welcome lunch/meeting
Put together any supporting documents and links to any videos. These should be items that do not require any input or signatures. Example supporting documents might be included on a new hire checklist include, but are not limited to:
Welcome message for new employees
Any training material or videos that will need to be watched Benefit packages to review
Assign tasks from the new employee onboarding checklist to current team members and new hires. An automated process for task reminders is an invaluable tool. Having the ability to set deadlines with reminders will ensure that the tasks will get done. It is also helpful to be able to visually see the progress indicators that show any outstanding tasks.
Assign all tasks to any relevant person with a due date
Order assignments according to time needed to complete tasks and dependencies between tasks
Create email remainders
new hire checklist Monitor completion of tasks on the
Establish clear communication with the new hire. Having an employee portal to facilitate the new hire checklist can make this much easier. An employee portal can be viewed as their own virtual assistant that can help the onboarding process run smoothly. Here are some items to include when using a portal:
Their manager’s contact information
new hire checklist
List of tasks from the Any materials that they need to review and/or sign (from Steps 1 & 2) A progress indicator and list of deadlines to help the new hire complete all the tasks
Review your plan and make necessary tweaks for the next employee. Don’t assume that one new hire checklist is going to fit all employees! Luckily fully-automated tools such as ApplicantStack Onboard allow for on the fly updates and customizations.
Ready to implement your new employee onboarding checklist? Download a copy of our checklist here:
New Employee Onboarding Checklist
“What’s your current salary?” can no longer be asked when interviewing a candidate for a job. The law, which bans employers form asking candidates about their salary is an attempt to address the gender pay gap. Women, on average, still earn about 80 cents to a man’s dollar nationwide, according to the National Women’s Law Center, and the gap has not narrowed substantially in the past decade.
The following states, according to Business Insider, have banned the salary question:
- Californiahas banned private and public employers from asking about a candidate’s pay history. The law will take effect in January 2018, according to HRDive.com.
- Delaware banned all employers from asking candidates about their salary history. The law will take effect in December 2017, according to Duane Morris.
- Massachusettsprohibited all employers from inquiring about a candidate’s pay history. This law will go into effect in July 2018, according to Mass.gov.
- New Orleans banned inquiries about all city departments and employees of contractors who work for the city. The rule is already in effect, but, in this case, it only impacts individuals who are interviewing to work for the city of New Orleans, according to WDSU.
- New York Cityhas banned public and private employees from asking about a candidate’s pay history. The law goes into effect October 31, 2017, Business Insider previously reported.
- Oregonhas banned all employers for inquiring about a candidate’s salary history. The law goes into effect January 2019, according to Jackson Lewis.
- Philadelphia banned the salary history question for all employers. The rule was supposed to take effect May 23, but a judge halted it temporarily due to a lawsuit from the Chamber of Commerce, according to NBC.
- Pittsburghbanned city agencies from asking about candidates’ pay history. The rule is effective immediately, but only effects city employees, SHRM reported.
- Puerto Rico banned employers from inquiring about a candidate’s pay history. The law will go into effect March 2018, according to Jackson Lewis.
New ApplicantStack customers will have applications questionnaires that no longer have the question. If you would like us to include the question, then please contact support at https://help.www.applicantstack.com/hc/en-us/requests/new
For any existing customer that would like the question removed, please contact us immediately at https://help.www.applicantstack.com/hc/en-us/requests/new and we will remove the question from your application.
Frustrated by reading a lot of resumes of unqualified candidates? Is narrowing your qualified applicant pool taking up most of your recruiting time? How can you efficiently prescreen the candidates? You want to know how to recruit efficiently!
You are not alone! Most of the prospective customers I talk to ask if our applicant tracking system can assist with prescreening applicants.
It’s no surprise that as an employer in today’s job market, with relatively scarce jobs and large numbers of available candidates, you are inundated with applicants who don’t meet your requirements. You may have to sift through hundreds of resumes to find qualified candidates for a job.
While the applicant’s cover letter may include a well-crafted overview of their most relevant work experience and their resume may reflect the skills, experience and buzz words listed in your job posting — anyone can look good on paper!
So if the candidate has represented themselves pretty well on paper, your next step is probably going to be a telephone screen. This stage in your process can take days just to connect by telephone or email delaying your process and adding additional expense to your company. Now on top of everything else, you’ve got a frustrated hiring manager!
Why not consider an automated step before you ever get to the prescreening methods mentioned above? During the application process, online prescreening questions can be used to filter through unqualified job seekers, enabling employers to spend their time looking at a short list of the most qualified candidates. If executed properly, prescreening can save recruiters and hiring managers as much as 30% to 50% of their time.
If you’re fortunate enough to have chosen an applicant tracking system that has this functionality, you can develop a list of questions that include the “must have” experience for the job. They can be yes/no, multiple choice, or text answers that can actually be scored. You can give value to different answers and even add knockout scores!
Customer feedback about the ApplicantStack pre-screening feature includes comments like:
- “Eliminates undesirable or unqualified applicants”
- “Dramatically reduced our time to hire”
- “Allows our recruiting staff and hiring managers to spend their time focusing on the most qualified candidates”
- “Reduced our cost of hiring by eliminating extra hours spent conducting phone and personal interviews, using costly assessment tools and doing unnecessary background checks”
- “We were able to communicate more quickly with applicants who didn’t meet minimum qualifications, reducing phone calls to check on their status”
- “Reduces legal liability because all applicants for the same position are asked the same prescreening questions”
Don’t ignore this valuable feature of your applicant tracking system. Once you get comfortable with creating appropriate questions and scoring the answers, you will be amazed at the benefits!