Step 3: Onboarding

The process of onboarding helps your new staff member understand the policies, practices and culture of your organization, and what is expected of them in their new role.

Employee onboarding, also known as new-employee orientation or assimilation, is the process by which an organization welcomes its new employees. It is one of the means of improving productivity, building loyalty and engagement, and helping employees become successful early in their careers with a new organization.

When individuals with a criminal background enter your organization, they may be apprehensive, unsure of what to expect and fearful of being judged. The onboarding process should relieve these concerns and prepare the employee for success.

Free, High-Quality Resources

New Employee Onboarding Guide

SHRM: Onboarding guide outlines best practices for all employees.

Managing the Employee Onboarding and Assimilation Process

SHRM: Toolkit for onboarding and assimilating all employees.

New Hire Orientation

SHRM: PowerPoint presentation that can be personalized for your organization.

New-Hire Orientation Process

SHRM: Policy and process for new-hire orientation for all employees.

Orientation & Onboarding

Dave’s Killer Bread Foundation: Video highlighting best practices from employers to onboard individuals with a criminal background.

Onboarding Timeline

As you build an onboarding program, consider the information, resources and connections necessary throughout the first year of employment.

First Day

The first day will include delivering all the basic information, including a tour of the facility, introductions to key staff and a review of all new-employee paperwork. Because new employees will retain only a certain percentage of new information, it’s important not to inundate them with too much and to reinforce information throughout the onboarding process.

First Week

During the first week of employment, the organization should provide more detailed information for the new employee and reinforce key points delivered previously. The human resource professional, the supervisor, the mentor or some combination of these individuals should check in to determine how the new employee is adjusting and whether the organization is delivering on promises made. This also should serve as an early opportunity for the employee to air any concerns.

First Month

During the first month of employment, the person or team responsible for onboarding should continue to reinforce key issues and introduce the new employee to additional staff, including key members of the leadership team, and check in to determine whether the employee’s questions and concerns are being addressed.

First Year

The onboarding process should continue by providing a touchback to the new employee to ensure that all necessary information has been shared and that the organization is addressing the employee’s questions and concerns.