Templates /
Employee Onboarding by Tiny HR
Employee Onboarding by Tiny HR
This workflow should be run once the offer document is signed by the new employee.
1
After Offer is Signed:
2
Enter employee contact details
3
Enter employment details
4
Add first payment details
5
Send welcome email
6
Send welcome email (contractor)
7
Send outsourced email
8
Important Paperwork:
9
Verify payment information
10
Create company email
11
Send second welcome email
12
Send relevant tax forms
13
Collect employee's identifying documents
14
Request background check
15
Before the first day:
16
Add to company tools
17
Schedule welcome calls
18
Draft welcome message for #announcements
19
On First Day:
20
Post welcome in Slack channel
21
Send personal welcome via DM (HR)
22
Send personal welcome via DM (Team Lead)
23
Send personal welcome via DM (VP)
24
Send personal welcome via DM (CEO)
25
Follow-up:
26
Send 60-day onboarding survey
27
Additional Resources:

After Offer is Signed:

Use the following format when naming this workflow:

Last Name | First Name | Job Title | Start Date

Enter employee contact details











Enter employment details







Add first payment details

Let’s calculate their first payment

Start date: {{form.Start_Date}}

Annual Base Salary: {{form.Base_Salary}}

2022 Workdays by month:

  • 21 = April, July, October
  • 22 = May, June, September, November, December
  • 23 = March, August

Send welcome email

Send welcome email (contractor)

Send outsourced email

Important Paperwork:

Verify payment information



Create company email

First name: {{form.First_Name}}

Last name: {{form.Last_Name}}

ADD TO RELEVANT MAILING LISTS

Company-wide

  • 1

    1
  • 2

    2
  • 3

    3

Customer Success

  • 1

    1
  • 2

    2
  • 3

    3

Engineering

  • 1

    1
  • 2

    2
  • 3

    3

Marketing

  • 1

    1
  • 2

    2
  • 3

    3

People

  • 1

    1
  • 2

    2
  • 3

    3

Product

  • 1

    1
  • 2

    2
  • 3

    3

Send second welcome email

Using variables, you can add a link to a welcome workflow that the new employee can start right from their email inbox.

Send relevant tax forms

  1. Log in to DocuSign.
  2. Send the appropriate tax forms

Collect employee’s identifying documents



Request background check

Checkr 

Select Premium Criminal from the dropdown

Name: {{form.First_Name}} {{form.Last_Name}}

Email: {{form.Personal_Email}}

State: {{form.State}}

Before the first day:

Add to company tools

  • 1

    Slack
  • 2

    Calendly
  • 3

    Zoom
  • 4

    Loom

Ensure the employee is also using:

  • Password manager
  • Authenticator app

Schedule welcome calls

  • 1

    CEO
  • 2

    Department VP
  • 3

    Team lead
  • 4

    Team members

Draft welcome message for #announcements

Automate your new hire’s welcome in the relevant Slack channel on their first day. Please put together a draft message to copy/paste into Slack.

It’s nice to include:

  • Name
  • Role title
  • City/Country 
  • Previous Company
  • LinkedIn profile link

On First Day:

Post welcome in Slack channel

You can set a trigger – either through the Slack App, Process Street Automations, or Zapier integrations – to automatically post the following message to Slack when this task is completed:

{{form.Type_your_announcement_here}}

Send personal welcome via DM (HR)

The first day can be an overwhelming blur of nerves, names, and information. A personalized greeting can make all the difference in helping your new hire feel more comfortable.

Send personal welcome via DM (Team Lead)

The first day can be an overwhelming blur of nerves, names, and information. A personalized greeting can make all the difference in helping your new hire feel more comfortable.

Send personal welcome via DM (VP)

The first day can be an overwhelming blur of nerves, names, and information. A personalized greeting can make all the difference in helping your new hire feel more comfortable.

Send personal welcome via DM (CEO)

The first day can be an overwhelming blur of nerves, names, and information. A personalized greeting can make all the difference in helping your new hire feel more comfortable.

Follow-up:

Send 60-day onboarding survey

Hey {{form.First_Name}}! I’m reaching out because you’ve been at this fab organization for about 60-90 days!  As part of our efforts to evolve and focus on employee onboarding (both internally and for commercial/strategic reasons), we have recently introduced a ‘60 Day Onboarding Survey’ to gather intel on your experience thus far. This feedback loop is vital to us in many ways, but mostly so we can:

  • a) internally: course-correct if things are going sideways, double down on what’s working, and improve the way we integrate new team members; and
  • b) externally: provide solutions and thought leadership for our customers and other external audiences.

So, with that context, if you could carve out some time this week (about 30 minutes) to complete the survey that’d be awesome!

FYI: This survey is not anonymous. We ask for your name, department, and how long you’ve been here because this allows us to address our areas of strength and opportunity more directly. If you don’t feel comfortable sharing answers without anonymity, no worries! You’ll be able to participate in our more general and anonymous engagement surveys for those here longer than 90 days in the coming quarters. The People Team will share the results with care, discretion, and in confidence with relevant company leaders.

Thanks in advance for any and all energy you put into this and please reach out with any questions! 

Additional Resources:

Take control of your workflows today.