Onboarding

An accepted candidate has a start date next month. The HR Business Partner checks the employee record and checklist, assigns tasks to the responsible employees and watches work that is blocked before the target completion date. Each task has its own due date and completion state; the checklist gives the team the overall handoff.

• Source record. The accepted offer identifies the application, candidate, position and start date that start the hire handoff.
• Decision. The checklist identifies the employee, start date, target completion and current state. Its type distinguishes onboarding from transfer and separation work.
• Handoff. Tasks identify the assignee, category, due date, status and completion evidence. The assignee closes their part while HR checks the whole checklist.

Agree who creates the employee record after acceptance and who owns each task category. Confirm when the employee should become active relative to the effective start date. Use the checklist template and task due dates to distinguish work due before the first day from work due after arrival. Ask the HR Business Partner to check for an existing checklist before starting the same hire again.

For an accepted analyst offer, compare the candidate and position on the offer with the employee record. The HR Business Partner checks the start date and opens the onboarding checklist for that employee. Assign equipment preparation to the appropriate employee and payroll setup to the payroll owner. An assignee marks a task complete only when the work is done and attaches the relevant evidence if needed. If a task is blocked, leave its state visible and name the person who can clear it. Before declaring the checklist complete, inspect the linked tasks and the employee’s hire event. A repeated acceptance should not create another checklist or hire history entry for the same person.

A checklist can also describe a transfer or separation, so confirm its type before assigning new-hire tasks. The assignee on a task is an employee reference, not a department name. Check tasks approaching their due dates and follow up on blocked work with that assignee. The HR Business Partner should compare the checklist’s target completion with the actual start date. A completed task needs its completion time, while a skipped task should remain distinguishable from finished work.

• Onboarding task queue — Review pending, active and blocked tasks by assignee and due date.
• Employees by department — Check the new employee’s department, position and manager.

Start with offer to onboarding. Review people records for the resulting employee assignment.