Chapter 13: Building Your Team
Depending on if you’re hiring multiple people for similar positions or just replacing one spot, your onboarding process might be a little different. If you’re building out an entire sales team, it’s a great idea to standardize your onboarding process. For a CFO, it might be more specialized. However there are a few consistencies in onboarding regardless of the position.
First: The new employee needs to know everything your company does, what you stand for, and what your goals are. It’s helpful to have decks or marketing materials to drive home this point. If they still have any questions, make sure they’re answered.
Next, practical stuff. Things like company emails, account or building access, software licenses/access, and all that stuff they need to actually start doing their job. This can be pretty bespoke so I’ll leave it up to you.
Depending on the job, you might have a training period for a given employee before they actually start working. Make sure to have this curriculum set upfront, and be specific about what the “training” actually looks like. You will have to pay the contractor/employee during this period, so you don’t want to waste any extra time. Sometimes it can be helpful to have a new worker shadow a veteran on your team - frankly it can be one of the quickest ways for a new hire to get the hang of things. Once they know everything they need to know, it’s time to put them to work.