Onboarding Checklist

First impressions count, and in onboarding they form in the first days. If on the first working day the workstation is not set up, no one knew about it and the new colleague sits in the corner with an old laptop, the start is ruined - no matter how well the interview went. The onboarding checklist makes sure HR, IT and the manager pull together and nothing slips through.

The tasks are organised into phases that follow the real sequence: preboarding before the first day (contract, order equipment, set up access), the first working day (welcome, tour, set up workstation), the first week, the first month and the further induction. For each phase you tick off the completed items and see on the progress bar how far the onboarding has come.

An important part of the list is the legal obligations that easily get lost in everyday stress. The safety briefing, the fire safety briefing, the data protection briefing under the GDPR and handing over works agreements are not optional but mandatory - and potentially liability-relevant. The checklist marks these legally required items separately so they do not fall by the wayside.

Because not every hire is the same, there are ready-made templates for different roles: from the classic full-time position through mini-jobbers and working students to senior managers. Each template brings the fitting tasks, because a mini-jobber needs no company-car onboarding and a manager needs extra steps like budget and team handover. You can add your own items at any time if your company has particularities.

Onboarding is teamwork across departmental boundaries. The checklist makes visible who is responsible for what: IT for hardware and access, HR for contracts and briefings, the manager for the technical induction and social integration. Instead of writing back and forth by email, you work through one shared, transparent list where everyone sees what is still open.

The checklist runs in your browser and stores your progress locally. It is a work aid and not a legal document: which briefings and records are strictly required in your specific company depends on industry, size and activity and should, in case of doubt, be agreed with the occupational safety specialist or the data protection officer. As a common thread for professional onboarding, however, it is exactly the right tool.