You hired them… Now, get ready!

You did it! You got the coveted acceptance from the candidate you worked so hard to find. Now, plan their pre-boarding and onboarding with the care it deserves.

Don’t go “dark” between offer and start date. Consider some of the following options to keep in touch during your new hire’s resignation and transition period.

• Send a welcome package. Include some swag and any company information not already provided. Bonus for adding  a handwritten note from the hiring manager

• Find out when the new hire’s resignation from their current role is happening and ensure you check in to make sure it goes well (and that you are top of mind if any counter offers are extended.)

• Have the new team members reach out with a welcome. If that could be overwhelming, have a designated buddy reach out.

• Ensure workspace and / or equipment is ordered and ready along with some basic supplies

• Ensure the hiring manager is in contact and has a first day/week plan.

First day/week:

On their first day, most new employees are really focused on the basics… where is the restroom? Where do I eat lunch? Who can I ask basic questions of without bothering my new boss? Giving them a buddy and a tour is crucially important.

If they are remote, how do they get integrated into the team? Are there Slack channels, text strings, or other informal communication tools that their teammates use that they need to access? A buddy is crucial for these new employees as well.

Check in multiple times during these first few days to make sure they are comfortable and getting the information they need. That way, you can help  avoid any initial buyer’s remorse.