Employee Onboarding Checklist: The Perfect Template for Success

First Day

• Tour of the organisation, welcoming the new employee and introducing them to team members, various departments, and the layout of the facility.
• Initial meeting to manage their expectations.
• Run them through their schedule for the week.
• Explain the role in more detail, including how it fits in with the department and contributes to the organisation.
• Goals and projects within the team and the wider organisation, relationships with other teams/departments and those within the team.
• Review organisational charts.
• Run through day-to-day work-related policies. Travel reimbursement, security, overtime compensation, lunch breaks, leave request etc.
• Fully functioning computer, systems access and other applications critical to their roles.
• Run through IT procedures. Network access, intranet, IT support, telephone and relevant policies. Make sure they have their login details.
• Take employee to one-on-one or lunch with a small group.

First Week

• Training for business applications and work systems.
• Meeting key personnel from various departments employees will work with, plus senior management if possible.
• Arrange a team lunch. Enable employees to meet fellow team members in an informal social setting to speed up the relationship building process, and help them better understand the dynamics of the team.
• Create employee goals, KPIs and milestones, as well as annual performance review process. Ensure the employee has a clear expectation of job expectations for the first month and six months.
• Review calendar of events.
• Run through the tasks to be performed. Identify work related tasks to be done immediately, and make sure to provide access to resources and let them know who to ask for help.
• Debrief after initial meetings, training and after they start their initial tasks.
• Ensure line managers touch base at the end of each day.

During the First Few Weeks or Months

• Further clarify the employee's role in the company.
• Schedule regular one-on-one meetings, specifically to elicit feedback about how well the new employee is performing and acclimated to their organisational culture, and if there is any additional support and/or training they feel is required.
• Ensure employee is booked in for and attends additional training required.
• Express confidence in the employee's capability and offer meaningful feedback to guide employees in the right direction. Let them know what they are doing a good job in, and constructive feedback on what could be improved.
• Make sure it is easy for them to contact you for feedback.
• Give the employee an important assignment to 'own', and explain how it contributes to the business.
• Continue introducing them to employees in the company, and encourage them to attend social events.

During the First Three Months, then Six Months (30/60/90 Milestones)

The 30/60/90 day framework gives both managers and new hires clear checkpoints to measure progress and catch any issues early.

• Initial review of progress towards KPIs and milestones. This is important in identifying training required to cover any gaps in skill, knowledge or competence that may be affecting the worker's productivity.
• Request feedback from employees to understand their perceptions of the job and if it aligns with their expectations.
• Request feedback from team in regards to new employee performance, and how well they 'fit' within the team culture.
• Offer continued support to help guide the worker's attitude and productivity.

Use the information above as the employee onboarding checklist template to ensure you do not miss any critical steps. Then book in time with key members of each department, and have them simulate the new employee onboarding process to get a better understanding of what is required for each department, and specific roles.

Onboarding is a long-term process. It starts before the employee begins and continues at least until the first six months, and ideally, up to a year.

How does remote and hybrid onboarding change the checklist?

Remote and hybrid onboarding follows the same phases, but the delivery changes. Without a physical office to walk into, new hires rely entirely on digital tools and structured communication to feel connected and informed.

An intranet platform that works without a corporate email address is particularly useful for frontline or distributed teams, where new hires may not have IT-provisioned accounts on day one. This is one area where the right internal communications setup makes a measurable difference to early engagement.

What do employee onboarding examples look like in practice?

The two examples below show how the same checklist framework adapts across very different roles and industries. The structure stays consistent. The detail changes to fit the context.

The first is an onboarding checklist for a new Sales Consultant working at a healthcare organisation.

Phase	Action Item	Details
Pre-boarding: Preparation Before the First Day	Set Up Company Accounts	Create email, CRM access, and intranet account.
	Prepare Welcome Package	Include company handbook, role-specific documents, and branded materials.
	Assign a Mentor/Buddy	Select an experienced team member to help the new hire settle in.
	Prepare Equipment	Arrange laptop, phone, and sales tools/software (CRM, email, etc.).
	Schedule Training Sessions	Set up training for the first week, including product knowledge and sales techniques.
Day 1: Introduction to the Organisation	Welcome Introduction	Introduce the new consultant to the team and key departments (Marketing, HR, Operations).
	Office Tour (if onsite)	Show office layout, break rooms, and emergency exits.
	Company Culture and Values	Share information about the company mission, vision, and values.
	Healthcare Industry Overview	Provide insights into the healthcare sector, including regulations, compliance, and customer focus.
	Role Overview and Expectations	Outline job responsibilities, goals, and performance expectations.
Week 1: Getting Started	Sales Process and Methodology	Walk through the sales cycle, from lead generation to closing deals.
	Product Training	Deep dive into the organisation's products and services, focusing on healthcare-specific offerings.
	CRM Training	Provide training on how to use the CRM system, including data entry, tracking leads, and managing accounts.
	Compliance and Regulations	Educate on healthcare-specific compliance and regulations, including Australian Privacy Principles.
	Sales Tools and Resources	Ensure familiarity with communication tools, document sharing, and reporting systems.
Week 2: Shadowing and Hands-on Practice	Shadowing Senior Sales Consultants	Allow the new hire to shadow an experienced team member in client meetings.
	Review Sales Scripts and Pitches	Go over existing sales scripts and customise them for specific healthcare client types.
	Cold Calling and Outreach	Start practising outreach strategies for healthcare clients, under supervision.
	Compliance Check-in	Review understanding of healthcare industry regulations and ethical sales practices.
Month 1: Integration and Progress Review	Review Sales Pipeline	Assess the new hire's progress in building a pipeline of prospects.
	Set First Sales Goal	Define the first achievable sales target based on company goals and the new hire's experience.
	Sales Meeting Participation	Involve the new hire in regular sales meetings, product demos, and strategy sessions.
	Ongoing Training	Provide further training on sales techniques, product updates, and healthcare trends.
	Check-in with Manager	One-on-one with the sales manager to discuss performance, address concerns, and provide feedback.
Month 3: Full Integration and Independence	First Sales Call Review	Review the new hire's first independent sales calls, providing feedback on communication and closing techniques.
	Client Meetings	Allow the new hire to conduct their own client meetings with supervision.
	Quarterly Performance Review	Conduct a formal performance review, assessing progress in meeting KPIs.
	Ongoing Mentorship	Continue the mentorship relationship, with advice on handling complex sales situations.
	Provide Career Development Path	Discuss potential career development opportunities within the sales team.

For comparison, here is an example checklist for a new retail store associate working for a large clothing brand.

Phase	Action Item	Details
Pre-boarding: Preparation Before the First Day	Set Up Company Accounts	Create email, POS system access, and employee portal login.
	Prepare Uniform and Equipment	Ensure uniform, badge, and necessary equipment are ready.
	Assign a Mentor/Buddy	Select a senior store associate to guide the new hire through their first days.
	Provide Welcome Package	Include company handbook, employee benefits information, and an introduction to store policies.
	Schedule Training Sessions	Set up training for the first week, covering customer service, product knowledge, and sales systems.
Day 1: Introduction to the Store	Welcome Introduction	Introduce the new associate to the team and store manager.
	Store Tour	Show store layout, inventory storage, stockroom, dressing rooms, staff areas, and emergency exits.
	Company Culture and Values	Share the company's mission, vision, and core values.
	Store Policies and Procedures	Review key store policies, including attendance, dress code, and return/exchange procedures.
	Health and Safety Training	Ensure understanding of store health and safety procedures, including emergency exits and first aid protocols.
Week 1: Getting Started	POS System Training	Provide hands-on training on how to use the Point of Sale system for processing transactions, returns, and exchanges.
	Customer Service Standards	Teach company standards for customer service, focusing on greeting customers, handling inquiries, and upselling.
	Product Knowledge	Review the store's key products, seasonal collections, fabrics, and sizes.
	Inventory Management	Train on stock replenishment, inventory counting, and tracking.
	Store Standards and Cleanliness	Show how to maintain store presentation, including floor setups, shelving, and cleanliness.
Week 2: Hands-on Experience	Shadowing Senior Associates	Allow the new hire to shadow experienced store associates, focusing on customer interaction and managing the floor.
	Sales Floor Practice	Let the new hire practice interacting with customers and processing sales under supervision.
	Returns and Exchanges Training	Walk through the process for handling returns and exchanges.
	Cash Handling Training	Provide training on cash handling procedures, including balancing cash drawers.
	Sales Targets and KPIs	Set clear expectations for individual performance metrics, such as sales targets and customer satisfaction scores.
Month 1: Integration and Progress Review	One-on-One with Store Manager	Meet with the store manager to discuss the new hire's progress, challenges, and areas for improvement.
	Performance Review	Conduct a formal review of KPIs, including sales, customer satisfaction, and adherence to store standards.
	Product Knowledge Review	Revisit product knowledge with quizzes or role-play scenarios.
	Customer Service Role-Playing	Engage in customer service role-playing exercises to handle difficult situations.
	Store Inventory Check	Provide training on conducting stocktakes and managing stock discrepancies.
Month 3: Full Integration and Independence	Sales Performance Review	Conduct a detailed performance review, assessing sales achievements and customer service scores.
	Team Collaboration	Encourage participation in team meetings to discuss sales strategies and upcoming promotions.
	Independent Sales Role	Gradually allow the new hire to work more independently on the sales floor.
	Visual Merchandising	Teach the basics of visual merchandising for creating appealing product displays.
	Ongoing Mentorship	Continue support from the assigned mentor for managing busy shifts and improving product knowledge.

How can technology make onboarding easier?

The right technology reduces the admin burden on HR teams and gives new hires a consistent, self-service experience from day one. The most effective onboarding setups combine three things: a central hub where all documents and resources live, a way to deliver training, and a communication channel that reaches every employee regardless of role or location.

An intranet covers all three. It can host your onboarding checklist, store policy documents, deliver training modules via an integrated LMS, and give new hires a personalised homepage from their first login. For distributed teams, it removes the dependency on managers remembering to share every document manually.

Organisations that connect their intranet to tools like Microsoft 365 and SharePoint can go further, pushing role-specific onboarding content automatically based on department, location, or employment type. That is the difference between a checklist that lives in a spreadsheet and one that actively guides each new hire through the process.

For more on how to set this up, the Employee Onboarding Best Practices Guide covers the software features and workflows that make the biggest difference. And if you want to see how other Australian organisations have approached this, the 10 intranet features staff love article is worth a read.