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Successful Onboarding: The Connection to the Big and Small of It

Chris Rogers

Regional Vice President – Midwest

Hire Up Staffing & Healthcare Services

March 18, 2021

Our Hire Up Staffing & Healthcare Services team is in the business of creating and maintaining connections with people. Whether we are collaborating with you to find perfect quality candidates for your large organization or supporting you, an individual jobseeker, with position placement, we value each of our connections made with all customers. No client is too big and no request of us that is too small.

The success of our connections and how we work to consistently support our clients, both big and small, boils down to how well we serve their specific and individual needs.

We have gained the trust of our clients through offering consistent support in big ways, including:

  • Utilizing our 100+ years of collective expert experience
  • Offering an array of top-level candidates
  • Committing to our hire guarantee
  • Extending community support through sponsorships, fundraisers, and annual charitable drives

We maintain positive client connections through consistency in the details of our everyday support services. These small details make big impacts and include:

  • Vetting Top Candidates
  • Comprehensive background checks 
  • Integrity built into our pre-employment drug screenings
  • Onboarding Compliance
  • Thorough verification of work authorization documentation
  • Accuracy with all new hire paperwork

While our role of support varies based upon each client’s individual need, some things remain constant. Our team is here to support you every step of the way. From placement to onboarding, we have your back!

For Employers

Your newly placed employee likely took many steps to get to you. Once they have the job, they too, have expectations, just as you do of them. Our most successful clients understand that placement is just the start of the journey and that onboarding and training are the best opportunities to show their new employees that they are in the right place.

How do you, an employer, proactively ensure the best possible journey for your new employee?

Showing your new employee that they are in the right place comes down to both the big things and the smallest of details. When creating and maintaining a connection with a new employee, preparation makes everything better! The big components to successful onboarding include planning and some forethought.

The Big Things

  • Work to build connection— immediately.
  • Know their name, a bit about their background, their interests
  • Have a formalized Onboarding Process
  • Be sure to cover the Who, What, When, Where, Why
  • Whenever possible, point out the What’s In It for Me (WIIFM)
  • What are the benefits to them, the new hire, to know this information/to do this process this way, etc.
  • Create a Buddy/Mentor Process
  • Identify a buddy/mentor for your new hire and share your expectations of the Buddy with them BEFORE the new hire starts.
  • Include a Training Plan/Calendar from Day 1 through the first few months on the job
  • Schedule time with subject matter experts (SMEs) and place time with the new hire on the SMEs Outlook calendars, as well as on your new hire’s training calendar
  • Schedule time on their calendar to meet with the Buddy/Mentor, too.
  • Include important milestones, when possible
  • A 30-Day lunch with the team, etc.

“Onboarding new hires at an organization should be a strategic process that lasts at least one year, staffing and HR experts say, because how employers handle the first few days and months of a new employee’s experience is crucial to ensuring high retention,” SHRM contributor, Roy Maurer, writes.

The Small Details Set the Stage

Preparing for a new employee takes effort. It takes forethought to consider how things might feel from a new person’s point of view. Think it through from their eyes, from the start of day 1 through their first month or two. What key information, actions, items will they require?  The more you can show that you have thought through each detail, the more welcome your new hire will feel. These small things build trust. Trust builds connection, and connection builds engagement with your new hire.

By paying attention to the SMALL details, you show them that they matter in a BIG way.

Here are some of the small details you may want to consider:

Entry to Location

  • Parking Access
  • Where to park
  • Parking sticker
  • ID Badge for Building Access
  • Other access locations needed?

Entry into Office

  • Location to store personal items, purses, wallets, keys, etc.
  • Computer (access-ready)
  • Mouse
  • Chair
  • Pens, lined paper, copy paper, folders, fresh tabs for labeling hanging folders, stapler, staples, staple remover, tape
  • Business cards
  • Resources Binder or Online Version, to include:
  • Job Description
  • Company Mission Statement, Brand Values, Org Chart, Goals
  • Telephone List of Extensions
  • Job Aid for Voice Mail Use/Telephone Functions
  • Safety Information/Map of Building
  • An Onboarding Schedule/Calendar of Events for the first 30 days
  • Training Plan/Calendar, to include:
  • Meeting with company leadership to align on mission and goals.
  • New hire buddy lunch(es)
  • Schedule a 30-day check-in with the manager
  • Schedule important training sessions with Buddy or SME, including:
  • How to navigate company intranet
  • Shared files/drives
  • HR Time-keeping software
  • Direct Deposit
  • Payday info
  • Buddy/Mentor
  • Job Duties Clarified
  • What are the role’s specific responsibilities?
  • Review internal processes and workflow
  • How to get IT and HR support, as needed
  • Tour of Facility/Introduce to Others on route.
  • Employee Parking
  • Restrooms
  • Breakroom/Refrigerator
  • Approved Smoking Locations
  • Emergency Exits
  • Conference Rooms
  • Manager/Supervisors Office
  • HR Forms or Benefits Location
  • Office Supply area/how to order supplies
  • Within First Week: Manager Meet Up
  • Manager’s goals for new hire
  • Manager’s preferences and expectations
  • Review new hire’s goals and expectations
  • Set up 30,60, 90-day formalized check-ins
  • Review annual performance review and goal-setting practices
  • Leave plenty of time for questions and discussion.
  • Introduce new hire in a leadership meeting, when possible

Additional Small Personal Touches that Further Build Connection

  • Having business cards ready and on their desk upon their arrival, if applicable
  • Provide company swag on their desk, if available
  • Create a Welcome sign on their door, or within their cubicle, as a welcome to the new hire, as well as for others to see and introduce themselves to them throughout the week(s)
  • Send a welcome email featuring new hire, photo, bio to the company/department.
  • ENGAGE! Check-in with them often. Ask your new hire for feedback on their experience.
  • Use feedback gathered to adjust the current training plan, as well as note for future new hire plans.
  • Include them in helping you build upon your Onboarding Process and Training Plan/Calendar for the next new hire

By considering your actions, both big and small, you have the best opportunity to make the most of your investment in this newly hired employee. When you can showcase your organization in the best light, the new employee only benefits. In addition to making their transition easier, it also underscores the level of professionalism and respects you expect within the workplace. The smallest details can often make the biggest impression.

Do you have questions about how we might be able to help support you with creating your Onboarding Plan? Contact us! Let us talk about how we can work together to make your next hire a successful one!


There is no doubt that 2021 will bring forth opportunities to leverage new and emerging employment trends. Follow the Hire Up Staffing & Healthcare Services Blog to stay connected with various topics to help support you! Whether you are an active job seeker looking for tips and tricks to land your perfect job or an employer looking to fill a challenging position, we are here to help you HIRE UP!


New Employee Onboarding Guide (

5 Tips To Make Sure Your Employees Have The Best First Week At Work | WorkBright

Onboarding New Employees: Maximizing Success (

Chris Rogers, Regional Vice President – Midwest |March 18, 2021|

As the Regional Vice President of the Mid-West operations, Chris focuses on the mentorship and development of his Hire Up staff to ensure they are equipped to provide the best service to both our candidates and clients. Chris’ extensive knowledge of the staffing industry lays the groundwork for his teams to always deliver top-caliber talent to great organizations. His expertise includes experience in all disciplines from commercial and professional staffing to executive placement. Chris and his teams strive to improve the lives of their candidates and improve the businesses of their clients. Chris’ over 15 years in the staffing and recruitment industry includes the successful management of highly performing sales and recruiting teams throughout the Southwest. Chris would love to speak with you so he can help your business reach new heights.

Getting Through Q1 2021: General State of Staffing

Rebecca Kirkman


Hire Up Staffing & Healthcare Services

March 16, 2021

Staying on top of industry trends is vital for the Hire Up Staffing & Healthcare Services team as we work to support the needs of both the job seeker and the employers placing them. Monitoring national employment situation data serves as a benchmarking tool for us to ensure we are best serving the diverse needs of our customers. Add in the tumultuous time of a pandemic, and the importance of keeping a close eye on the ever-changing climate is more important than ever!

With Hire Up, we have your back. Whether you are one of the 6.3% of the population out of work or are working to fill temporary and/or permanent positions, we are here to support you. Our recent analysis shows favorable job increases within specific industries. Want to learn more?

In January, employment in professional and business services rose by 97,000, with temporary help services accounting for most of the gain (+81,000). Job growth was also seen in management and technical consulting services (+16,000), computer systems design and related services (+11,000), and scientific research and development services (+10,000).

We currently have openings within these industries across the country. Job seekers, we can help! Click here to see our list of available positions.


Skills to Bring to the Table in 2021- What Employers Want

The Hays Salary and Recruiting trends report suggests that employers will be placing more emphasis on technical skills and soft skills in 2021. Of the soft skills most sought after, communication is at the top of the list.

  • Technical Skills: Given the increasing demand for the use of technology, technical skills in 2021 is something many employers may seek.
  • Soft Skills: Employers are wise to look for capable communicators able to navigate effectively through the changing needs of today.

Employers, are you looking for technically driven communicators able to roll with the punches? We have a host of qualified candidates looking to put such skills to work for you. Click here to learn more!

Organizational Offerings in 2021- What Employees Need

While 2021 is requiring employers to seek out specific characteristics and skills of their employees, jobseekers are also finding a reason to seek work with companies able to offer benefits that meet their needs and the changing needs of their families.

  • Flexibility. Given the challenges parents face with changes in school arrangements, flexibility ranks high on the list of priorities for job seekers.
  • Mental Health Resources. Now more than ever, job seekers rank employee wellness and mental health support as a benefit they value from a prospective employer.
  • Safety, Security, and Health. Working to meet/exceed employee expectations during COVID-19 is vital. Ensuring workplace cleanliness, maintaining a safe work environment, and a consistent pre-screening protocol is particularly important to employees.

Hire Up is partnered with countless employers who can offer such solutions for the specific needs of job seekers today. All are mandated to meet the COVID19 guidelines outlined by the CDC, both on a local and national level. And most all employers we work with offer flexible schedules-including temporary arrangements and employee assistance programs for wellness. Interested in learning more? Check here for more information on temporary opportunities in your area.

Employer Challenges

A Workforce Plan During a Pandemic?

Employers have had to remain nimble, learning on the fly, all while struggling to plan during a time of global uncertainty. Add in the need and desire to create new safety policies, stay on top of all mandated workplace COVID19 protocols—it is a lot. This challenge is further compounded within many industries when trying to find a skilled employee looking for a permanent position. It can feel impossible.

While unemployment numbers highlight joblessness, many employers report finding it difficult to fill their available positions. Some companies continue to attempt to entice permanent workers by offering additional incentive pay per hour and/or sign-on bonuses. However, the extra pay has not paid off for many of the organizations looking to fill these permanent positions.

Why is it that employers are finding it difficult to hire for permanent positions?  Some of the reasons identified include:

  • Perhaps the most obvious, extended, and increased unemployment benefits.
  • Many laid-off restaurant and retail workers are not skilled for the industries in need of workers.

A “Temporary” Solution?

Many businesses are finding temporary workers to be the solution for remaining nimble in the current climate. By turning to temporary and contract workers, “Businesses can ramp up operations quickly to meet client and consumer demands without the fear of bringing back permanent employees who might have to be laid off if the recovery is not proved to be sustainable,” says Richard Wahlquist, CEO of the American Staffing Association.

Other benefits to employers when hiring temporary help:

  • Save time, money, effort
  • Access to a larger candidate pool
  • Increase hiring speed
  • Flexibility
  • Vetted candidates: screening, credentials, reference checks completed

There are also plenty of benefits for the temporary worker. Some of those include:

  • Flexibility
  • A faster hiring process
  • Show continuous employment on a resume
  • A chance to try out something new
  • Build a professional network

If the adage is true and that eating an entire elephant is best done one bite at a time, temporary help may be the best bet for getting through this beast of a pandemic. Temporary workers have the expectation, and quite often the desire, to have their employment be just that– temporary. Temporary workers are often attracted to such work because they have found a way to construct flexibility within their work roles right out of the gate.

Are the organizational benefits of adding temporary positions of interest to you? Do you think this “temporary solution” can satisfy the immediate needs of your organization? Many employers are finding that creating temporary positions is key for meeting their workforce challenges so far this year. Remember, 81,000 temporary help positions were created in this country within the month of January alone.

Interested in making this happen for your team? It can feel overwhelming facing these unusual workforce challenges on your own. Allow us to help! Call our team and together, let’s create a workforce plan to best fit the needs of your business today.

There is no doubt that 2021 will bring forth opportunities to leverage new and emerging employment trends. Follow the Hire Up Staffing & Healthcare Services Blog to stay connected with a variety of topics aimed to help support you! Whether you are an active job seeker looking for tips and tricks to land your perfect job or an employer looking to fill a challenging position, we are here to help you HIRE UP!



2021 U.S. Hays Salary Guide | Out Now | Hays Specialist Recruitment

What do employers want in 2021? | ACCA Global

The Top 10 Workplace Trends For 2021 (

Rebecca Kirkman, President | March 16, 2021|

Rebecca Kirkman is the President and Founder of Hire Up Staffing & Healthcare Services. Rebecca’s mission is as simple today as it was when she started Hire Up over 10 years ago: Connecting great Employers with great Employees. Hire Up leads job seekers to their dream careers and employers to their dream team. The true belief in the human connection and that people hire people is a passion for every Hire Up employee. Rebecca was proudly named the #1 Woman-Owned Business by The Business Journal.