You did everything you could to create a perfect first day and first week for your new recruit. Great work so far!

Even though at the end of the first month your new recruit might not feel so “new” anymore, it’s still a good idea to think about ways to make sure they’re continuing on their journey to being fully immersed in your company. We like to think of this extending phase of onboarding as supporting an employee’s journey toward being a master at their role, a mentor to other employees, and an advocate of your company. (Not sure what we mean? Get a thorough explanation here!).

Below are some ideas to continue the onboarding process during the first six months:

Human Resources

• Ensure employee knows about forums for airing concerns

• Solicit feedback at key points in onboarding such as the end of month 1, 3 and 6

• Plan regular company-wide social activities

• Organise regular sessions where new recruit can meet team leaders and learn about all teams and departments

Direct Manager

• Set up regular recurring one-to-one meetings

• Ensure employee knows about forums for giving and receiving recognition

• Set up regular check-ins for employee development plan, leadership training and cross-departmental projects

• Go over career ladders and professional development opportunities

Workplace Buddy

• Plan regular check-ins and social events

• Introduce new recruit to people in other departments

• Invite your buddy to something outside of work hours (hanging out at the office, going out for beers, etc.)

• Invite new recruit to become a buddy for another new recruit and pay it forward!

Want all these checklists and more (think: first day, first week, etc.) to help you organise and streamline new hire onboarding?