Make every new hire feel expected, not like an afterthought

Welcome {{employee-first-name-414633}}\!

You're officially part of the team. This is where we get your paperwork sorted so you can hit the ground running on day one.

What you need to do:
Fill in the fields below. Don't worry if you don't have your Employee ID yet - we'll assign one. The important stuff: personal email, phone, and emergency contact.

Why this matters: Getting this right means your first paycheck arrives on time and we can reach you if needed. Questions? Just ask HR - we don't bite.

New hire: {{employee-first-name-414633}} {{employee-last-name-414634}}

Time to get their workspace ready. This isn't just about hardware - it's about making sure they can actually do their job from day one.

Checklist:
• Desktop or laptop (check with manager for specs)
• Monitor, keyboard, mouse
• Phone extension or headset
• ID card and building access

Pro tip: Order early. Shipping delays happen. Nobody wants their new hire staring at an empty desk.

Setting up for: {{employee-first-name-414633}} {{employee-last-name-414634}}
Department: {{department-2068071}}

First impressions matter. When someone walks in on their first day, they should see a desk that's ready - not a storage area with a chair somewhere underneath.

What needs doing:
• Clean desk in the right location (check with hiring manager)
• Parking spot assigned (if applicable)
• Office keys or access cards
• Basic supplies: notepad, pens, maybe a welcome plant

Small touches make people feel expected, not like an afterthought.

For: {{employee-first-name-414633}} {{employee-last-name-414634}}
Reports to: {{hiring-manager-2068070}}

This is where the new hire actually becomes real in your systems. No account = no work. Simple as that.

Accounts to create:
• Email (format: firstname.lastname@company.com)
• Active Directory / SSO login
• Conference calling platform
• File storage access (check permissions with manager)

Important: Write down the temporary passwords somewhere secure. You'll need to share them during IT orientation. Don't email passwords - ever.

New team member: {{employee-first-name-414633}} {{employee-last-name-414634}}

This is their first real day. Make it count. Nobody remembers every policy you cover, but they'll remember how they felt.

Orientation agenda:
• Company history and culture (keep it short - 15 mins max)
• Team introductions (walk them around)
• Key policies: time off, expenses, who to contact
• Benefits overview - schedule a separate deep-dive if needed

Don't forget: Get their employee bio for the team directory. A photo too if they're comfortable. People want to know who just joined.

Training: {{employee-first-name-414633}} {{employee-last-name-414634}}

Don't just hand over passwords and walk away. A 30-minute walkthrough now saves hours of support tickets later.

Cover these basics:
• How to log in (and what to do when locked out)
• Email setup - especially on mobile
• File storage: where to save things, what not to put in email
• VPN setup if working remotely
• Security basics: phishing, password rules, who to call if something looks wrong

Leave them with: A one-pager with key contacts and common troubleshooting steps. They won't remember everything you said.

Meeting with: {{employee-first-name-414633}} {{employee-last-name-414634}}
Your new team member in: {{department-2068071}}

This conversation sets the tone for everything that follows. Be specific. Vague expectations create anxious employees.

Week one agenda:
• What does success look like in this role? Give examples.
• Current projects - what's urgent, what can wait
• Who's who on the team and who to go to for what
• First assignment - something achievable but meaningful

Assign a buddy: Someone who's been here a while and actually enjoys helping new people. Not everyone does - pick wisely.

Schedule regular check-ins: Daily for week one. Then weekly. Adjust from there.

Closing out onboarding for: {{employee-first-name-414633}} {{employee-last-name-414634}}

Before marking this complete, do a quick sanity check. Did everything actually happen? Sometimes steps get checked off without getting done.

Verify:
• All systems access working (quick test)
• Payroll confirmed - nothing worse than a missed first paycheck
• Manager has had the role clarity conversation
• New hire knows who to contact for different issues

Send a summary email to:
• HR Manager
• IT Admin
• Hiring Manager

Include: start date confirmed, any outstanding items, 30-day check-in scheduled.

Not quite done? Flag what's missing. Don't close this until it's actually complete.