Hiring new employees is an exciting process, but it can also be challenging. Even for the new employees it is an anxious and stressful feeling.
Many companies think after hiring the best candidate their job is done, but a comprehensive onboarding and training program is essential for ensuring that new hires are able to hit the ground running and be successful in their new roles.
But onboarding and training is not the same thing.
Where onboarding is focused on making the employee familiar with the company’s culture and practices, training is given to make the employees ready for the job, to reach their full potential as quickly as possible.
Must read: Choose the right set of onboarding documentation
Onboarding begins from the day new employees join the job and last for at most a few months, whereas training new employees begins during the onboarding phase, which gradually shifts from beginner to advanced topics and never ends.
Why new hire training is important?
A survey of over 1,000 employed US workers on employee onboarding found that 31% of people left their job within the first six months, with 68% of them leaving within the first three months.
So, new hire onboarding and training is really important to retain the valuable employees in your organisation. New hire training checklist is important for both the new hires and the company. If you train the employees from the beginning you will know their actual potential as well as the new hires can feel valued and will be able to perform their tasks.
Get your free new employee onboarding checklist pdf by clicking on this link:
Making the preparations in advance will help new hires to:
- Get to know your company and their department.
- Learn about the company guidelines and policies.
- Navigate their workstations with any tools and technology.
- Save time and boost productivity
Here is an ultimate new hire training checklist template, to help ensure that your new employees are properly trained:
Training for New Hires: On the first day
The first-day agenda may include any one-on-one meetings, demonstrations, or training pertinent to your new hire’s role. An employee handbook and instructions for setting up company software, communication channels, and email accounts
On the first day, the employee should be made aware of the company policies, their immediate supervisors, what their roles and responsibilities are.
Tip: Keep it simple and concise. Don’t overload the employee with data and information on the first day.
Maybe you can help them with the office overview. An informal welcome to help him/her get to know his/her immediate supervisors and team members. You can train the new hire about their roles and responsibilities in brief, visitors’ policy, how to secure their workstations, install anti-virus software, if applicable and provide password security accounts (e.g. LastPass).
Training for New Hires: After the first day
ensure that your new employees are properly trained:
After your new hire starts they should be trained on different subject matters like:
In depth company policies
This includes training by a mentor or HR professional on workplace rules, holiday policies, remote work policy (if any), non-disclosure agreements, and various accounts the employee will require for their job.
Employee benefit policies
With company policies that employees need to follow, employees should also be aware of what benefits they have working at your company.
In this training, educate employees about insurance policies for employees, stock options (if any), training and development opportunities, health and wellness programs.
Employee benefit package training will create a great image of your company in your employees mind, motivate the employees to work hard and stay with the organization for a longer period of time as they will feel valued.
Security training
Security training is very important to safeguard valuable information of the company. So, organise a security training once an employee has started working on projects or started handling important datas of the company which can be between one to three months after the new hire joined the company.
Prioritise security training earlier than one month for positions where employees handle confidential employee or customer data.
In security training, a member of your IT or security team will review the employees’ data privacy and system security obligations. While organizing security training make sure to create awareness of how data hacking works and what they should do to maintain confidentiality and protect valuable data of the company, out of office practices (if remote working exists).
Three months after your new hire starts
Safety training
Workplace safety training sessions happen within the first three months after hire. It’s best to conduct this training in groups. When necessary, collaborate with professionals on relevant topics (e.g. Red Cross, Fightback)
Safety training can range from simple good desk posture, monitor brightness for eyes wellbeing to more complex training like employee protection policies (emergency exits), guidelines for handling hazardous material and equipment
The experience of previous employees, a new hire’s preferences for learning, and ongoing improvement and refinement are all important considerations in an effective new hire training program.
Guidelines for new hiring training checklist
Orientation: Create a comprehensive orientation program that provides new hires with an overview of the company, its culture, and its policies and procedures. This should include information on benefits, payroll, and other important details.
Job-Specific Training: Develop job-specific training materials that provide new hires with the knowledge and skills they need to perform their job duties effectively. This may include online training modules, videos, and job aids.
On-the-Job Training: Provide new hires with hands-on training and guidance from experienced employees. This allows them to learn by doing and provides an opportunity for them to ask questions and get feedback.
Performance Expectations: Clearly communicate performance expectations and metrics to new hires, including goals, objectives, and key performance indicators.
Mentoring and Coaching: Assign a mentor or coach to work with new hires and provide ongoing support and guidance.
Review and Evaluation: Regularly evaluate new hires’ progress and provide feedback and coaching as needed.
Checklist or template: Create a checklist or template to track new hire training progress and completion of all the above steps.
Compliance and Legal training: Provide new hires with training on compliance and legal issues relevant to their role, such as data privacy, health & safety or anti-discrimination policies.
Technical training: Provide new hires with technical training on the systems, software or tools they will be using in their role.
Culture training: Provide new hires with training on the company’s culture, values and how they align with the company’s mission and vision.
By following this new hire training checklist template and using the provided template, you can ensure that your new hires receive the training and support they need to be successful in their new roles. You will be able to assist new hires in transforming from enthusiastic recruits to engaged employees through efficient onboarding.
Click on this link to get your free new hire training checklist template.
