Businesses are always eager to hire enthusiastic people to be part of their work environment. 

A new hire checklist can assist employers in preparing for a new employee’s first day of work. Think of this checklist as a to-do list for employers.

A new hire checklist is mainly used to ensure that all the documents and tasks of the new employee are finished and submitted. This checklist can be saved as a shared document so other employers can flag or update the status of completed tasks as well as the progress made so far.  

An Outline of a New Hire Checklist

These checklists are customizable according to the business requirements. An outline of what an employer’s new hire checklist should contain is listed below.   

First Day

  • Conduct job orientation with introductions and tours around the workplace.
  • Go over all policies and procedures, especially safety and security policies.
  • Review the ethics and code of conduct to be followed. 
  • Review the schedule for the week and work timings.
  • State employee compensation and benefits. 
  • Provide the employee handbook and answer any queries.
  • Assist in setting up login credentials with computers and other devices. 

First Week

  • Start new employees on day to day assignments.
  • Review progress made in the employee's probationary period.
  • Evaluate employee performance and set new goals.
  • Ensure all new employees have met department heads and managers.
  • Review tasks at the end of each day to ensure new employees are settling in.
  • Invite new employees to connect with the company's social media accounts.

First Month

  • Provide regular feedback and ask for suggestions from the employee.
  • Review past and upcoming assignments. 
  • Ensure that the employee is benefiting from training sessions.
  • Make sure all employees are on payroll and are getting salary on time. 
  • Schedule regular meetings to keep employees engaged proactively.

After Three Months

  • Conduct an informal performance review. 
  • Check employee training progress. 
  • Set new and challenging performance goals.
  • Be open to employee feedback. 
  • Review the end of the probationary period.

After Six Months

  • Review employee progress and goals reached until now. 
  • Conduct a 6 month performance review. 
  • Make sure employees have acquired job skills from training programs held.

After One Year

  • Recognize employees who have completed one year. 
  • Conduct an annual performance review.
  • Discuss new objectives and projects for the upcoming year. 
  • Discuss policies relating to compensation and raise.

Where Does HR Compliance Fit Into All This? 

In an organization, Human Resource Department managers need to possess the knowledge to handle any compliance related issues. They are the ones who identify the areas that require further action and implement solutions. HR Compliance largely focuses on the following areas.

  • To ensure employee health and safety conditions are met. 
  • To prevent discrimination in the workplace.
  • To resolve disputes between employees.
  • To follow fair recruitment policies and practises. 
  • To resolve gender pay and wage gap discrepancies.
  • To update changes in the organization according to the employment law.

HR Compliance also relates to employees submitting the various federal tax forms and other application forms as listed below. 

Form W-4 (Federal Tax Withholding)

All new hires need to complete Form W-4 before they receive their first paycheck. Information that is mandated for new employees is the number of children, marital status and specified withholding amounts.