This new hire onboarding checklist will help ensure that an employee’s transition onto the team is smooth, efficient and successful. The specifics vary depending on the country of employment. Still, this checklist of onboarding items provides general guidance on everyday tasks and the range of documents you might need to consider.
The first step of compliant onboarding should begin before extending a job offer — before even scheduling any interviews. You must understand the country’s local labor laws to maintain compliance — and also to understand how competitive your compensation package needs to be to attract top talent. As you’re putting together the job offer, ensure that you comply with:
This may be necessary for credit and criminal background checks in certain countries. However, there are often restrictions about using this information in hiring decisions, so make sure that any background check you run is compliant in the jurisdiction where you’re hiring.
Will you perform other checks, like drug screenings and medical exams? Medical checks are sometimes required when employees work in hazardous conditions. These requirements are deemed acceptable in specific job sectors, while in others, it might require the employee’s consent.
If you know the necessary laws and regulations and have conducted due diligence via a background check, you can extend an offer. Next, you will begin to collect a variety of documents based on the jurisdiction in which the employee is working. Such documents prepare the company to pay the correct taxes and are essential to perform right-to-work checks — which verify that an employee can work based on their immigration status. These documents include:
When all necessary documents have been received, you can then register the employee with the relevant government agency. This may include local agencies — like a state or province labor department — and federal agencies — like a social security administration or internal revenue department.
Once you’ve collected the necessary tax forms from the employee, send them to your payroll administrator so they can add the employee to your company’s payroll system. You will want to know a few things to ensure your new employee is paid correctly — including the payroll frequency and whether 13th-month pay is legally required. Employees will also need to complete a direct deposit authorization form to send their payments directly to their bank accounts.
Ensure that each employee is aware of their entitled benefits and fills out the necessary documents. This may include health, dental, vision and retirement contributions. Cross-check to ensure whether the employee’s jurisdiction has requirements related to such benefits. For instance, is there a minimum employer contribution amount?
Much of the document signing and collecting will occur prior to a new employee’s first day. However, if that isn’t the case, you should prepare your new hire to complete additional documents on their first day.
A personal and necessary part of onboarding is welcoming each new hire to the company and informing the organization of their role. Welcoming materials should display the culture and values of the company so that each new member of your team starts with a positive first impression.
In addition to ensuring that employees receive credentials to access all necessary company platforms, you should also provide explanations of each system so that everyone shares an understanding of basic best practices. This is particularly necessary when reviewing your global onboarding strategy.
Provide information on the company’s policies and procedures in a company handbook. Each organization will have specific codes of conduct and guidelines to address. Once the handbook is reviewed, a signed acknowledgment form will ensure that the new employee understands and accepts the policies. Consider including the following in the handbook:
The first day of work is often seen as the only onboarding period. However, it’s crucial to continuously check in with the new employee to make sure any issues that pop up get resolved. The first week of onboarding should include:
After the first few weeks, the new hire will hopefully understand the process of their role and the organization. However, for continued success, it’s a good idea to provide structured opportunities for feedback. For example, a survey gives the employee the chance to explain which aspects of onboarding were the most useful or to suggest other onboarding activities that would further improve the process.
The right business intelligence solution empowers you to compliantly and efficiently onboard your new hires. With Atlas, you can explore labor laws in over 160 countries and receive personalized consulting throughout the onboarding process.
You’ll receive immediate access to the employment compliance information you need for via a convenient, centralized platform — one supported by a dedicated account manager with localized expertise. With this solution, your HR team saves time and resources, and they can be more confident in your company’s compliance during every stage of the employee lifecycle.
This new hire onboarding checklist will help ensure that an employee’s transition onto the team is smooth, efficient and successful. The specifics vary depending on the country of employment. Still, this checklist of onboarding items provides general guidance on everyday tasks and the range of documents you might need to consider.
The first step of compliant onboarding should begin before extending a job offer — before even scheduling any interviews. You must understand the country’s local labor laws to maintain compliance — and also to understand how competitive your compensation package needs to be to attract top talent. As you’re putting together the job offer, ensure that you comply with:
This may be necessary for credit and criminal background checks in certain countries. However, there are often restrictions about using this information in hiring decisions, so make sure that any background check you run is compliant in the jurisdiction where you’re hiring.
Will you perform other checks, like drug screenings and medical exams? Medical checks are sometimes required when employees work in hazardous conditions. These requirements are deemed acceptable in specific job sectors, while in others, it might require the employee’s consent.
If you know the necessary laws and regulations and have conducted due diligence via a background check, you can extend an offer. Next, you will begin to collect a variety of documents based on the jurisdiction in which the employee is working. Such documents prepare the company to pay the correct taxes and are essential to perform right-to-work checks — which verify that an employee can work based on their immigration status. These documents include:
When all necessary documents have been received, you can then register the employee with the relevant government agency. This may include local agencies — like a state or province labor department — and federal agencies — like a social security administration or internal revenue department.
Once you’ve collected the necessary tax forms from the employee, send them to your payroll administrator so they can add the employee to your company’s payroll system. You will want to know a few things to ensure your new employee is paid correctly — including the payroll frequency and whether 13th-month pay is legally required. Employees will also need to complete a direct deposit authorization form to send their payments directly to their bank accounts.
Ensure that each employee is aware of their entitled benefits and fills out the necessary documents. This may include health, dental, vision and retirement contributions. Cross-check to ensure whether the employee’s jurisdiction has requirements related to such benefits. For instance, is there a minimum employer contribution amount?
Much of the document signing and collecting will occur prior to a new employee’s first day. However, if that isn’t the case, you should prepare your new hire to complete additional documents on their first day.
A personal and necessary part of onboarding is welcoming each new hire to the company and informing the organization of their role. Welcoming materials should display the culture and values of the company so that each new member of your team starts with a positive first impression.
In addition to ensuring that employees receive credentials to access all necessary company platforms, you should also provide explanations of each system so that everyone shares an understanding of basic best practices. This is particularly necessary when reviewing your global onboarding strategy.
Provide information on the company’s policies and procedures in a company handbook. Each organization will have specific codes of conduct and guidelines to address. Once the handbook is reviewed, a signed acknowledgment form will ensure that the new employee understands and accepts the policies. Consider including the following in the handbook:
The first day of work is often seen as the only onboarding period. However, it’s crucial to continuously check in with the new employee to make sure any issues that pop up get resolved. The first week of onboarding should include:
After the first few weeks, the new hire will hopefully understand the process of their role and the organization. However, for continued success, it’s a good idea to provide structured opportunities for feedback. For example, a survey gives the employee the chance to explain which aspects of onboarding were the most useful or to suggest other onboarding activities that would further improve the process.
The right business intelligence solution empowers you to compliantly and efficiently onboard your new hires. With Atlas, you can explore labor laws in over 160 countries and receive personalized consulting throughout the onboarding process.
You’ll receive immediate access to the employment compliance information you need for via a convenient, centralized platform — one supported by a dedicated account manager with localized expertise. With this solution, your HR team saves time and resources, and they can be more confident in your company’s compliance during every stage of the employee lifecycle.
This new hire onboarding checklist will help ensure that an employee’s transition onto the team is smooth, efficient and successful. The specifics vary depending on the country of employment. Still, this checklist of onboarding items provides general guidance on everyday tasks and the range of documents you might need to consider.
The first step of compliant onboarding should begin before extending a job offer — before even scheduling any interviews. You must understand the country’s local labor laws to maintain compliance — and also to understand how competitive your compensation package needs to be to attract top talent. As you’re putting together the job offer, ensure that you comply with:
This may be necessary for credit and criminal background checks in certain countries. However, there are often restrictions about using this information in hiring decisions, so make sure that any background check you run is compliant in the jurisdiction where you’re hiring.
Will you perform other checks, like drug screenings and medical exams? Medical checks are sometimes required when employees work in hazardous conditions. These requirements are deemed acceptable in specific job sectors, while in others, it might require the employee’s consent.
If you know the necessary laws and regulations and have conducted due diligence via a background check, you can extend an offer. Next, you will begin to collect a variety of documents based on the jurisdiction in which the employee is working. Such documents prepare the company to pay the correct taxes and are essential to perform right-to-work checks — which verify that an employee can work based on their immigration status. These documents include:
When all necessary documents have been received, you can then register the employee with the relevant government agency. This may include local agencies — like a state or province labor department — and federal agencies — like a social security administration or internal revenue department.
Once you’ve collected the necessary tax forms from the employee, send them to your payroll administrator so they can add the employee to your company’s payroll system. You will want to know a few things to ensure your new employee is paid correctly — including the payroll frequency and whether 13th-month pay is legally required. Employees will also need to complete a direct deposit authorization form to send their payments directly to their bank accounts.
Ensure that each employee is aware of their entitled benefits and fills out the necessary documents. This may include health, dental, vision and retirement contributions. Cross-check to ensure whether the employee’s jurisdiction has requirements related to such benefits. For instance, is there a minimum employer contribution amount?
Much of the document signing and collecting will occur prior to a new employee’s first day. However, if that isn’t the case, you should prepare your new hire to complete additional documents on their first day.
A personal and necessary part of onboarding is welcoming each new hire to the company and informing the organization of their role. Welcoming materials should display the culture and values of the company so that each new member of your team starts with a positive first impression.
In addition to ensuring that employees receive credentials to access all necessary company platforms, you should also provide explanations of each system so that everyone shares an understanding of basic best practices. This is particularly necessary when reviewing your global onboarding strategy.
Provide information on the company’s policies and procedures in a company handbook. Each organization will have specific codes of conduct and guidelines to address. Once the handbook is reviewed, a signed acknowledgment form will ensure that the new employee understands and accepts the policies. Consider including the following in the handbook:
The first day of work is often seen as the only onboarding period. However, it’s crucial to continuously check in with the new employee to make sure any issues that pop up get resolved. The first week of onboarding should include:
After the first few weeks, the new hire will hopefully understand the process of their role and the organization. However, for continued success, it’s a good idea to provide structured opportunities for feedback. For example, a survey gives the employee the chance to explain which aspects of onboarding were the most useful or to suggest other onboarding activities that would further improve the process.
The right business intelligence solution empowers you to compliantly and efficiently onboard your new hires. With Atlas, you can explore labor laws in over 160 countries and receive personalized consulting throughout the onboarding process.
You’ll receive immediate access to the employment compliance information you need for via a convenient, centralized platform — one supported by a dedicated account manager with localized expertise. With this solution, your HR team saves time and resources, and they can be more confident in your company’s compliance during every stage of the employee lifecycle.
This new hire onboarding checklist will help ensure that an employee’s transition onto the team is smooth, efficient and successful. The specifics vary depending on the country of employment. Still, this checklist of onboarding items provides general guidance on everyday tasks and the range of documents you might need to consider.
The first step of compliant onboarding should begin before extending a job offer — before even scheduling any interviews. You must understand the country’s local labor laws to maintain compliance — and also to understand how competitive your compensation package needs to be to attract top talent. As you’re putting together the job offer, ensure that you comply with:
This may be necessary for credit and criminal background checks in certain countries. However, there are often restrictions about using this information in hiring decisions, so make sure that any background check you run is compliant in the jurisdiction where you’re hiring.
Will you perform other checks, like drug screenings and medical exams? Medical checks are sometimes required when employees work in hazardous conditions. These requirements are deemed acceptable in specific job sectors, while in others, it might require the employee’s consent.
If you know the necessary laws and regulations and have conducted due diligence via a background check, you can extend an offer. Next, you will begin to collect a variety of documents based on the jurisdiction in which the employee is working. Such documents prepare the company to pay the correct taxes and are essential to perform right-to-work checks — which verify that an employee can work based on their immigration status. These documents include:
When all necessary documents have been received, you can then register the employee with the relevant government agency. This may include local agencies — like a state or province labor department — and federal agencies — like a social security administration or internal revenue department.
Once you’ve collected the necessary tax forms from the employee, send them to your payroll administrator so they can add the employee to your company’s payroll system. You will want to know a few things to ensure your new employee is paid correctly — including the payroll frequency and whether 13th-month pay is legally required. Employees will also need to complete a direct deposit authorization form to send their payments directly to their bank accounts.
Ensure that each employee is aware of their entitled benefits and fills out the necessary documents. This may include health, dental, vision and retirement contributions. Cross-check to ensure whether the employee’s jurisdiction has requirements related to such benefits. For instance, is there a minimum employer contribution amount?
Much of the document signing and collecting will occur prior to a new employee’s first day. However, if that isn’t the case, you should prepare your new hire to complete additional documents on their first day.
A personal and necessary part of onboarding is welcoming each new hire to the company and informing the organization of their role. Welcoming materials should display the culture and values of the company so that each new member of your team starts with a positive first impression.
In addition to ensuring that employees receive credentials to access all necessary company platforms, you should also provide explanations of each system so that everyone shares an understanding of basic best practices. This is particularly necessary when reviewing your global onboarding strategy.
Provide information on the company’s policies and procedures in a company handbook. Each organization will have specific codes of conduct and guidelines to address. Once the handbook is reviewed, a signed acknowledgment form will ensure that the new employee understands and accepts the policies. Consider including the following in the handbook:
The first day of work is often seen as the only onboarding period. However, it’s crucial to continuously check in with the new employee to make sure any issues that pop up get resolved. The first week of onboarding should include:
After the first few weeks, the new hire will hopefully understand the process of their role and the organization. However, for continued success, it’s a good idea to provide structured opportunities for feedback. For example, a survey gives the employee the chance to explain which aspects of onboarding were the most useful or to suggest other onboarding activities that would further improve the process.
The right business intelligence solution empowers you to compliantly and efficiently onboard your new hires. With Atlas, you can explore labor laws in over 160 countries and receive personalized consulting throughout the onboarding process.
You’ll receive immediate access to the employment compliance information you need for via a convenient, centralized platform — one supported by a dedicated account manager with localized expertise. With this solution, your HR team saves time and resources, and they can be more confident in your company’s compliance during every stage of the employee lifecycle.
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This new hire onboarding checklist will help ensure that an employee’s transition onto the team is smooth, efficient and successful. The specifics vary depending on the country of employment. Still, this checklist of onboarding items provides general guidance on everyday tasks and the range of documents you might need to consider.
The first step of compliant onboarding should begin before extending a job offer — before even scheduling any interviews. You must understand the country’s local labor laws to maintain compliance — and also to understand how competitive your compensation package needs to be to attract top talent. As you’re putting together the job offer, ensure that you comply with:
This may be necessary for credit and criminal background checks in certain countries. However, there are often restrictions about using this information in hiring decisions, so make sure that any background check you run is compliant in the jurisdiction where you’re hiring.
Will you perform other checks, like drug screenings and medical exams? Medical checks are sometimes required when employees work in hazardous conditions. These requirements are deemed acceptable in specific job sectors, while in others, it might require the employee’s consent.
If you know the necessary laws and regulations and have conducted due diligence via a background check, you can extend an offer. Next, you will begin to collect a variety of documents based on the jurisdiction in which the employee is working. Such documents prepare the company to pay the correct taxes and are essential to perform right-to-work checks — which verify that an employee can work based on their immigration status. These documents include:
When all necessary documents have been received, you can then register the employee with the relevant government agency. This may include local agencies — like a state or province labor department — and federal agencies — like a social security administration or internal revenue department.
Once you’ve collected the necessary tax forms from the employee, send them to your payroll administrator so they can add the employee to your company’s payroll system. You will want to know a few things to ensure your new employee is paid correctly — including the payroll frequency and whether 13th-month pay is legally required. Employees will also need to complete a direct deposit authorization form to send their payments directly to their bank accounts.
Ensure that each employee is aware of their entitled benefits and fills out the necessary documents. This may include health, dental, vision and retirement contributions. Cross-check to ensure whether the employee’s jurisdiction has requirements related to such benefits. For instance, is there a minimum employer contribution amount?
Much of the document signing and collecting will occur prior to a new employee’s first day. However, if that isn’t the case, you should prepare your new hire to complete additional documents on their first day.
A personal and necessary part of onboarding is welcoming each new hire to the company and informing the organization of their role. Welcoming materials should display the culture and values of the company so that each new member of your team starts with a positive first impression.
In addition to ensuring that employees receive credentials to access all necessary company platforms, you should also provide explanations of each system so that everyone shares an understanding of basic best practices. This is particularly necessary when reviewing your global onboarding strategy.
Provide information on the company’s policies and procedures in a company handbook. Each organization will have specific codes of conduct and guidelines to address. Once the handbook is reviewed, a signed acknowledgment form will ensure that the new employee understands and accepts the policies. Consider including the following in the handbook:
The first day of work is often seen as the only onboarding period. However, it’s crucial to continuously check in with the new employee to make sure any issues that pop up get resolved. The first week of onboarding should include:
After the first few weeks, the new hire will hopefully understand the process of their role and the organization. However, for continued success, it’s a good idea to provide structured opportunities for feedback. For example, a survey gives the employee the chance to explain which aspects of onboarding were the most useful or to suggest other onboarding activities that would further improve the process.
The right business intelligence solution empowers you to compliantly and efficiently onboard your new hires. With Atlas, you can explore labor laws in over 160 countries and receive personalized consulting throughout the onboarding process.
You’ll receive immediate access to the employment compliance information you need for via a convenient, centralized platform — one supported by a dedicated account manager with localized expertise. With this solution, your HR team saves time and resources, and they can be more confident in your company’s compliance during every stage of the employee lifecycle.
The rich text element allows you to create and format headings, paragraphs, blockquotes, images, and video all in one place instead of having to add and format them individually. Just double-click and easily create content.
A rich text element can be used with static or dynamic content. For static content, just drop it into any page and begin editing. For dynamic content, add a rich text field to any collection and then connect a rich text element to that field in the settings panel. Voila!
Headings, paragraphs, blockquotes, figures, images, and figure captions can all be styled after a class is added to the rich text element using the "When inside of" nested selector system.
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