Drawing Up a Check in Program


The introductory program contains the steps you take with a new employee. For example, arranging a workplace or a tour of the building. Use this checklist when drawing up a training program.

1. Send a welcome letter

With a welcome letter you welcome the new employee and provide information about the first working day. You send this letter as soon as the salary negotiations are complete and the ink of the employment contract is dry. In the letter you can state, among other things, that you see the new staff member as an asset to the team. In addition, it's possible to confirm the date of the first working day and to whom the new colleague can report.

2. Send information package

With a new job a lot of information comes to an employee. You provide him with a service if you send a (digital) information package prior to the first working day. He can then read everything calmly and ask questions if necessary. Include information about the history of your company, an organization chart with all departments and functions, and possibly a CLA booklet with information about a mandatory CLA .

3. Set up a workplace

A fully equipped workplace ensures a flying start. For example, you should at least provide a working computer and telephone if the new employee needs it. This also means that the login details are available and an e-mail address has been created. If you use electronic access control, ensure that the access pass is available. Then the new employee doesn't have to report to the reception in the first few days.

4. Make an announcement

Your current employees will wonder who that new face in the department is. So don't forget to introduce your new employee in advance. This is possible with a short announcement that you make orally or through e-mail. Let us know in advance who will be joining the team and what role the new colleague will play. If you also give a brief description of someone's background, the new colleague will not be a complete stranger.

5. Prepare the agenda

The first working day is exciting for many employees. If you arrange everything down to the last detail, you can remove that tension to a large extent. Therefore, prepare an agenda for this important day. For example, you can put a tour on the program or schedule conversations with important colleagues. Keep in mind that you don't fully plan the day, otherwise you overload the new employee with impressions.

6. Welcome

A warm welcome gives the new employee the feeling that he is completely part of it. You can achieve this by calling the team together on the first working day and welcoming the new colleague. If you combine this with cake, this event will get a festive touch. You can also decorate the workplace with garlands or arrange a bunch of flowers. With this you immediately leave a good first impression with the new employee.

7. Give a tour

A tour of the building is part of almost every induction program. In doing so, you naturally discuss practical matters, such as the location of the coffee machine, the printer and the toilets. Also as part of drills focus on escape routes in case of fire. Take this opportunity by also stopping by the colleagues of, for example, the IT department or the Human Resources department.

8. Review the personnel manual

The personnel handbook contains company agreements on personnel matters. Go through these agreements with the new employee and give him the opportunity to ask questions about this. For example, discuss the procedure for taking vacation days, the leave rules, the absenteeism protocol and the recurring performance reviews and appraisal interviews. This provides clarity about the rights and obligations.

9. Discuss house rules

The house rules in a code of conduct give your staff clarity on various topics. Think of rules about internet use, the private use of a company telephone and policies in the field of aggression at work, violence and sexual harassment. Make sure the new employee is familiar with these rules. You do this by discussing the house rules and having them signed so that you also have this on paper.

10. Communicate expectations

Many employers use a probationary period. If that's the case with you, make sure that you clearly communicate the expectations at the start of this period. Therefore plan a conversation about the probationary period in the first working week. In it you discuss the goals that the employee must achieve and what support is needed. The advantage is that you're both well prepared for the evaluation of the probationary period .

11. Organize knowledge transfer

The new employee will need specific knowledge to perform his job well. Therefore, organize a knowledge transfer, for example by a direct colleague or the person who did the work for this. Sometimes training is also required and in that case it's important to start as soon as possible. You record financial agreements about study programs in a so-called study cost clause .

12. Appoint the mentor

By appointing a mentor you give the new employee guidance. He can then turn to one person with all his questions. An experienced colleague usually plays the role of mentor. Because of his experience, he is familiar with the tasks that belong to the position and can steer the newcomer in the right direction. The mentor can also tell more about the business habits and the mutual relationships in the team. This increases the chance of a successful start.

You often have to arrange a lot when hiring (more) staff. A handy checklist for entrepreneurs helps you on your way. For example with tips in the field of employer's obligations and good personnel policy.

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