Bringing in a new hire? Great. Here’s how to get it done right.

It isn’t just about paperwork and a “welcome aboard” email. It’s the difference between an engaged, productive employee and someone scrolling LinkedIn for their next job before lunch on day one.

Let’s break it down into bite-sized steps—no corporate buzzwords, just what you need to make onboarding work.

Step 1: Prep BEFORE Day One (Because First Impressions Matter)

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• Get the paperwork out of the way. Nobody wants to spend their first day buried in forms. Send tax docs, direct deposit info, and handbooks before they start.
• Set up their gear. If their computer isn’t set up, that's not a great first impression. Have their email, Slack, software logins, and workspace set before they walk in (or log in).
• Assign a buddy. New hires need someone to show them the ropes—someone who isn’t their boss. A buddy system speeds up the “feeling at home” process.

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Step 2: The First Day—Keep It Simple, Keep It Engaging

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• Skip the info dump. No one retains a 3-hour PowerPoint on company policies. Stick to the essentials and spread the rest out over the first week.
• Make real introductions. Don’t just point at desks and rattle off names. Set up short 1:1s with key team members so they start building real connections.
• Give them a small win. A micro-task they can complete today. It builds confidence and makes them feel productive instead of just absorbing information.

Step 3: The First Week—Clarity is Everything

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• Define the job. If they’re confused about what success looks like, they’ll be spinning their wheels. Spell out expectations, goals, and priorities.
• Show them how work actually gets done. Who do they go to for what? How do teams collaborate? What unspoken rules do they need to know?
• Encourage questions. Silence isn’t compliance—it’s uncertainty. Make it clear that asking questions isn’t just okay; it’s expected.

Step 4: The First 30 Days—Keep the Momentum Going

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• Regular check-ins > annual reviews. A five-minute chat once a week beats a big, formal “progress review” in six months.
• Get them involved in team culture. Lunches, Slack channels, inside jokes—whatever makes your workplace your workplace.
• Start performance convos early. If they’re struggling, waiting until day 90 to address it is a mistake. Catch issues before they snowball.

Step 5: Beyond 90 Days—Long-Term Success Starts Here

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• Keep developing them. Training isn’t a “first month” thing—it’s an ongoing process. Show them they have room to grow.
• Make sure they feel valued. Recognition, opportunities, and ongoing feedback go a long way in keeping employees engaged.
• Ensure they know their future here. People don’t stick around without a path forward. Where can they go next? Make it clear.

The Bottom Line

Good onboarding isn’t about checking boxes—it’s about setting people up for success. Make it engaging, make it structured, and for the love of payroll, don’t let it be boring.

Need an onboarding process that actually works?

Brand’s Payroll has the tools to make it happen. Let’s talk.

Click this link to book a call with one of our expert consultants.

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