Benjamin Franklin once famously said, “Time is money.”

This is especially true when it comes to onboarding new employees.

As a manager, your job is to get new employees up to speed and out on the sales floor, behind a register or at the counter as soon as possible. The sooner you can put an employee in a position to start making money for the company, the sooner you can justify the hourly wage the new employee is getting.

But this isn’t always easy.

Not all new hires are created equal, so you can’t take anything for granted. You’ve got to cover a lot of topics in a short amount of time, and do so in a way that ensures all of your new employees will understand what you’re saying, what’s expected of them and what they’re supposed to be doing.

What’s more, every minute counts, which is why it’s important to have a well-designed onboarding checklist that allows you to quickly train up every new employee, every time.

With Benjamin Franklin’s words as a backdrop, here is the only onboarding checklist you’ll ever need. It’s fast. It’s fun for employees. And it’s manager-friendly.

Take a look:

Personnel information and HR processes

There is nothing more frustrating for a manager or an employee than having to go around and around on personnel information. Start your onboarding by getting all of this squared away. Doing it right on the front end will save you time (and your employee money) on the back end.

This means dedicating attention to:

  • Tax documents
  • Emergency contacts
  • Direct deposit form

Code of conduct

Before you even think about going over job duties or giving a tour of the building, make sure you talk about conduct expectations. Having this discussion early in the onboarding process shows how important the issue is to you and your company.

Tools and equipment

Getting a tour of the building and being introduced to new tools and equipment are two of the most exciting things an employee does during the first day on the job. Make sure to take your time and encourage new hires to ask a lot of questions. The last thing you want is for a new employee to get lost, confused or even hurt because he or she doesn’t know what to do or where to go to get the job done right.


The process of introducing new hires to their new colleagues often takes place during the portion of the onboarding process involving tools and equipment. In reality, however, it should probably happen afterward when your new employees will have at least some understanding of how they’ll interact and work with the people they’re meeting.

A conversation about your new employee

Too often, onboarding focuses entirely on the business and the job the new hire will be performing. Why not ask the new employee about her or his interests, goals and ideas about the job? Doing so accomplishes three things:

1) It allows you to learn more about your new colleague.

2) It shows your new colleague that you care about his or her development and success.

3) It allows you to identify any misconceptions the new hire might have about the job or role with the company.

Save time, make money

Research shows that formal onboarding programs save a company’s time and money in the short and long run. Use the checklist above to refine or create your onboarding program, or connect with Snagajob today to learn how you can find a partner to handle onboarding for you in a way that’s fast, fun and friendly for everyone involved.