The document outlines Artisan Creative's "ONE-TWO-ONE" onboarding equation to help new hires feel welcomed, motivated, and productive in their first month on the job. The process involves focusing on the new hire on their first day (ONE - WELCOME), their first two weeks (TWO - LEARN), and checking in after their first month (ONE - CHECK-IN). The goal is to orient new employees, set expectations, provide learning opportunities, and address any issues that arise to promote retention.

1. ONE-TWO-ONE ONBOARDING
How to make your new hires feel
welcomed, motivated, and productive.

2. The first few weeks on the job are filled with
excitement, expectation and anticipation for
both the hiring manager as well as the new hire.

3. At Artisan Creative, we use the
onboarding equation to welcome
new hires to the team.
ONE-TWO-ONE

4. This process helps HR welcome the new team member,
devise a good orientation plan, and set expectations
early... and often.
It also gives new hires an opportunity to learn, ask
questions and get acclimated to the role.

5. THE ONE-TWO-ONE EQUATION
ONE (DAY): WELCOME
TWO (WEEKS): LEARN
ONE (MONTH): CHECK-IN
Make Day One special.
Shadow others on the team.
Schedule a check-in to keep
issues from going unnoticed.
FOR SUCCESSFUL ONBOARDING.

6. ONE (DAY): WELCOME
Set up a group lunch to meet the
rest of their team.
Make sure their desk/office/phone
is set up and ready.
Plan a tour of the facility.
Schedule a welcome meeting with
key team leaders.
Lunch
at 12 :)

7. ONE (DAY): WELCOME
Change their desktop screensaver
to welcome them by name.
Place an orchid on their desk.
On social media, welcome the
new hire to the team.
Little touches make all the
difference on welcome day:
JAMIE
WELCOME
TO ARTISAN
CREATIVE

8. TWO (WEEKS): LEARN
Shadow others on the team. This can include on-the-job
skills training, learning specifics of the role, or reviewing
operational items.
Tailor the program to trainee’s learning style:
KINESTHETIC VISUAL AUDITORY

9. TWO (WEEKS): LEARN
Stagger the training. Too much information
at once can be overwhelming.
Meet with the candidate to review HR
policies, benefits and company procedures.
Review expectations and performance
metrics.

10. ONE (MONTH): CHECK-IN
Recognize and celebrate their 30-day anniversary.
Give constructive feedback and schedule
additional training as needed.
Create a supportive environment to discuss
questions and challenges.
?

11. ONE (MONTH): CHECK-IN
Review expectations, growth metrics and milestones.
Arrange further reviews in:
12
months
60
days
90
days
6
months

12. RECRUITMENT AND
RETENTION ARE
TWO SIDES OF THE
SAME COIN.
Share these onboarding best practices
with your company.

13. artisancreative.com
amazing talent
This presentation is brought to you by
ARTISAN CREATIVE
ve recruitment