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The new employee orientation is the first official experience new hires have with their employers after joining the team. It should offer a good introduction to the company’s culture and the employee’s job duties, provide an opportunity to complete any required paperwork, and include presentations, training sessions, and access to the tools needed for success.
We recommend using a checklist to ensure you provide the best experience possible. Download and modify our new hire orientation checklist, which includes all the basic new employee orientation tasks.
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New Hire Orientation Checklist
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If you want help with employee onboarding, consider using an HR software like Rippling. It has features that enable you to create a customized onboarding experience for each new hire. Sign up for a Rippling plan today and get the first month for free. (Take note that this is a limited-time offer only.) Visit Rippling
New hire paperwork is essential for a new employee, but it can be overwhelming. Consider pacing the paperwork review throughout the first few days instead of handing the new hire a stack of documents and walking away, or give clear deadlines and automated reminders.
Review each item with the new hire so they clearly understand what is expected of them. Even if you do it through electronic channels, have explanations handy or a contact number where they can call with questions.
If more than one new hire starts on the same day, you can schedule time with them together to review important policies, like the employee handbook. Items that aren’t used right away, like an employee expense form, can be included in the paperwork but reviewed later.
Many HR software services make it easy to onboard paperwork completely online through their system, with e-signatures and storage. This works for on-site or remote employees. It is more convenient for both you and the employee, as it allows them to complete some of the paperwork before their first day or as they are starting on their daily tasks in the first week.
Read our reviews to find the best onboarding software or the leading HR software, which usually includes onboarding tools.
We recommend that you provide an orientation video (or a one-on-one with HR) that highlights your company’s history and culture and the benefits offered to new employees. Check out the one our in-house HR team recorded if you need a video example to follow:
Orientation videos should be informative, enthusiastic, and short. (Source: TechnologyAdvice)
When using onboarding software, you can add viewing the orientation video as part of the checklist. Some software makes it easy to track completed assignments and sends reminders if a task is not met.
Things to include in the orientation video or one-on-one session are:
Conducting orientations for multiple new hires at once saves you time and gives new hires the opportunity to connect with people like them who are new to the company. Follow a structured format that works for all positions (you can always set up separate mini-sessions for specific training).
Once your new hire has been welcomed and filled out all necessary paperwork, offer training sessions to orient them to their new company and position. These can be mapped out using an Excel spreadsheet or included in the onboarding checklist from your HR software—and can be provided either in person or via informative videos, online classes, or documents with quizzes. Learn more about how to set up your training and development program in our guide.
Things to include in your training sessions:
Training videos make it easy for employees to learn at their own pace and can save trainer time. They can also be a good way to demonstrate practices or issues that are not easily explained or are uncomfortable to discuss, such as in this preview of sexual harassment prevention training. (Source: MediaPartners on YouTube)
Space out orientation and training sessions throughout the week or longer so as not to overwhelm your new hire with too much information on the first day. They need time to absorb the information given and apply it to their new role. Providing these as online services lets employees work at their own pace, but be sure to set deadlines.
An important step in orientation is giving your new hire the time needed to acclimate themselves to the new role. This could mean providing job shadowing sessions, time to digest the tools and software needed for their role, or simply time spent completing the tasks of the job.
Consider a training session with someone in their department who will most closely do the work they were hired to accomplish. This can help the new employee feel acclimated to the position and learn how to best do their job. Also, be sure their supervisor plans times over the next few weeks to check in and see how they are progressing. These can be formal meetings or a simple touch-base at the employee’s desk or via chat.
We recommend waiting until Day Two before having the employee start training for their actual job. This will give them time to digest the company culture and complete all necessary new hire paperwork.
Orientation for remote employees, while similar to in-house, is specific to a virtual environment. All welcome sessions, new hire paperwork, orientation presentations, and training must be done online.
Some best practices include:
Onboarding and orientation are related but distinct processes in the employee integration process. Onboarding focuses on integrating new employees into the company culture, providing them with the necessary tools, resources, and information to excel in their roles, and building a foundation for their long-term success. In contrast, orientation typically covers the basics of company policies, procedures, and immediate job functions, serving as an initial introduction to the organization before delving into the deeper aspects of onboarding.
Orientation typically refers to the initial introduction phase when a new employee first joins a company. It is usually a one-time event or a short program conducted during the first few days or weeks of employment.
During orientation, employees are familiarized with the company’s culture, policies, procedures, and basic information needed to navigate their workplace effectively. It often includes activities like filling out paperwork, tours of the facility, introductions to colleagues, and an overview of company policies.
Onboarding, on the other hand, is a broader and more comprehensive process that extends beyond the initial orientation. It encompasses everything from the first day on the job throughout the first few months and even the first year of employment.
It is designed to integrate the new employee into their role, team, and the organization as a whole. It focuses on helping the employee acquire the necessary knowledge, skills, and resources to perform their job effectively, as well as aligning them with the company’s mission, vision, and culture. Onboarding often includes ongoing training, mentoring, and continuous feedback to ensure that the new employee becomes a productive and engaged member of the organization.
New employee orientation is more than filling out paperwork. A good orientation provides newly hired employees with an initial introduction to the organization, its policies, procedures, and immediate job responsibilities. It aims to help them feel welcome, informed, and prepared to navigate their new workplace effectively.
Why is employee orientation important?New hire orientation is important because it is the first opportunity for a new employee to learn about the company and their new role. It is also a chance for the company to make a good first impression on the new employee and set them up for success.
In addition to this, employees who are well-oriented are more likely to be satisfied with their jobs and stay with the company longer. This is because they have a better understanding of the company’s expectations, their job duties, and the opportunities for growth and development.
How long should an orientation take?Generally, an effective orientation typically spans five days, including training hours. However, these can sometimes take longer depending on the company and role.
Does a new employee orientation have to be in person?Nothing beats face-to-face experience, but in this post-COVID-19 world, in-person orientation isn’t always possible. For many tasks, like paperwork and even training, it’s not needed. If you are looking to cut the time and manpower spent on orientation, consider automating some of the process with online documents, training videos, and other automated features.
However, do not automate everything. A new employee should be able to meet HR, their manager, and even their teammates “in person,” even if that means through Zoom or a phone call.
Do employees get paid for orientation?Yes! Onboarding is a vital part of the job. According to the Fair Labor Standards Act (FLSA) guidelines, the only time you don’t pay an employee for onboarding is if it meets all four criteria:
So, for example, if you have a voluntary monthly meet-and-greet after hours at a local pub, you can encourage new hires to attend, but do not need to pay them for attending. Online courses for the job that they can watch at home, however, must be paid for, as these are work-related.
Employees are an asset to your company if they’re able to perform the job you’ve hired them for. To ensure that, make sure your new hires get off to a good start with a comprehensive orientation process. Our new hire orientation checklist does more than make sure you manage all the new hire paperwork. If used, it will help reduce turnover, engage your new hires, and reduce the time it takes for your new employees to be productive.
Keep in mind that orientation is just one part of the full employee onboarding process and helps the employee acclimate to their new environment.
