We recommend reviewing the Hiring and Onboarding microlearning unit and returning here to review notes for each section.

Preparing for a new hire

  • Review onboarding documentation and guides for inclusive language.
  • Depending on your situation, consider an onboarding partner for the new hire. An onboarding partner can provide direct one-on-one orientation and training to the new hire, which can speed up the transition and can often minimize initial anxiety and frustration.
  • Accommodate workspace preferences for the office, such as elevated desks for standing/sitting, adjustable chairs, ergonomic keyboards and mouse, display setups, and accessible plug-ins.
  • Learn employee dietary preferences, including drinking habits (coffee, tea, soda, other).
  • Consider providing relocation support for those moving to the area:
    • Family resources (school district or daycare information)
    • Religious resources (locations of churches, temples, mosques, etc.)
    • English language resources, if necessary
    • Guide to the Iowa City metropolitan area (dining, entertainment, etc.)

Onboarding

  • Introductions to colleagues:
    • Introduce new hires to your team.
    • Send an introductory email to your department including:
      • A photo of the employee.
      • A brief description of their work experience and what they will do in their new role.
      • Personal information such as hobbies or interests that the new hire is comfortable sharing.
    • Introduce the new hire in initial meetings and ensure they are given an opportunity to share their thoughts.
    • Assist the new hire with initiating and developing relationships with colleagues.
      • E.g. "Oh, you enjoy cooking? Jane Doe does as well. In fact, she shared a fantastic recipe with the team the other day. I'll introduce the two of you."
  • Introduction to the institution:
    • Provide new hires with the larger institutional goals and objectives, so they feel included and "in the know." This might include the team's roadmap or strategic plan.
    • Help them understand and speak your institutional language, including frequent acronyms and a glossary of terms. This will help them feel comfortable and get acclimated to the team and environment.
    • Point them to key sources of news and information, such as staff forums (e.g. CIO Listening Posts), the intranet site, the Information Technology Services site, the OneIT website, and Iowa Now.
    • Include an onboarding session that is specific to DEI, demonstrating it is a priority to the employee.
    • Check in often with the new employee. Having ongoing honest and open conversations with the employee will show you are committed to them and promote employee satisfaction and an improved work environment.

Additional resources