Onboarding Frequently Asked Questions
What is the purpose of using onboarding tools?
The new hire experience, if effective, can lead to a greater sense of belonging, enhanced productivity and improved retention. A cross-functional committee has developed tools for managers or their designees who are overseeing onboarding processes, including checklists and email templates, to facilitate the effectiveness of the new hire onboarding period, defined as the first 90 days. These tools, or other tools that are specific to your school or unit, can support an effective and efficient initial experience at Stanford.
What am I supposed to do with the tools?
We hope you will make use of the new tools the next time you hire a new employee, either by using them 'as is' or in combination with existing tools in your school or unit. We'd love to hear your feedback about the degree to which they supported your effectiveness in managing your new hire’s onboarding experience.
How will I know when to use the various tools?
The onboarding infographic identifies key points in time throughout your new hire's first 90 days, and the tools are organized along that timeline.
Where are the tools located?
The tools are posted on the Manager Toolkit so you can access them at any time here.
Do the tools apply to internal hires--those who transfer from other departments?
While these tools target new hires who are joining Stanford for the first time, the tools can also be effectively used to onboard transfers, as many of their needs for information, relationship building, and organizational context are the same when moving from one organizational area to another.
If I have questions, who do I contact?
Your local resource is your human resources manager/group. These tools are managed by the Talent Management & Workforce Strategy department within University HR, and you can send questions or share feedback by emailing: email@example.com