Before Starting

Allow Enough Time

Many arrangements have to be made before choosing an employee’s starting date.  Consider:

  • Background checks, especially credit or criminal background checks required for certain positions, can be time consuming.
  • It can take time to secure and set up a workspace for the employee.
  • You’ll want to thoughtfully plan their training schedule, which may involve scheduling meetings for them with busy people.
Welcome to the Department

Send an informal email welcoming the employee to Williams.  Make sure the new hire knows where and when to report and who they should speak to on arriving.

Schedule Meetings with Key People

Ensure key people meet the new employee, help orient them to their new position, and train them on essential job skills.  Examples include:

  • The office manager, department administrator, or the person in the department who is responsible for the logistical side of onboarding new employees, including things like business cards, keys, office supplies, etc. Depending on how this function is organized in your department this may mean more than one person.
  • Coworkers in their department.
  • If the new hire has direct reports, set up meetings with them and their support staff.
  • Colleagues in other departments who they will be working with on projects.
  • Key clients or customers that the employee will have an ongoing relationship with.
  • Other stakeholders, such as vendors, committees with oversight over related functions, etc.


IT Services

Order a Computer

To order a computer for the new employee, us the Web HelpDesk Ticket System at Login with YOUR username and password even though the request is for the new employee.  Select “WHD: Request a Computer.”


Secure and test a telephone line and voicemail box. Telecom requests can be made using the same Ticket System above.  Select “WHD: Telecom/Phones”.

Obtain Access to Systems

Gmail and Google Calendar are automatically created when the new hire is entered into the Human Resources System.  Other common systems include:

  • Financial systems
  • Advance/Slate
  • WordPress

Administrative Services

Prepare the Workspace For Their 1st day

It is imperative for you to have everything ready for your new team member prior to their arrival, below are the first steps to a successful start. Please note, this may differ  from department to department:

  • Have a ‘welcome gift’ on the employee’s desk/workstation i.e. potted plant, accessory with department logo etc., and first day essentials.
  • Order basic office supplies and any keys the employee will need to access work areas.
  • Order stationary and business cards (confirm preferred name with the new employee). The college has an arrangement with Bay State Envelope (BSE) for ordering envelopes, business cards, letterhead, or other printed material.
  • Make sure they have a proper desk and chair for their workspace. For assistance contact Laura Wood, Furniture Procurement Specialist, x3493, [email protected]
  • As your new employee gets settled, know that an ergonomic assessment is available should they experience discomfort at their work station. For assistance, contact Frank Pekarski, Manager of Safety and Environmental Compliance, x2406, [email protected]

Just as important as making sure that their workstation is ready, as a supervisor, it is important that you to are ready to create a smooth start to a successful future:

  • Add regular department meetings to the employee’s calendar
  • Plan employees’ first week assignments, let them know what is expected from them.
  • Review the employee’s job description to remind yourself of the required skills of the position and the strengths of the new employee.
  • Create a list of job specific and department specific learning activities.


Think Like a New Employee

Information Overload: New employees are taking in a great deal of new information and experience all at once.  They will be disoriented at times.  Pay attention to the pace at which you give information to your new hires.  Make sure they have time to digest it and are ready for more.  Be prepared to communicate some of the same information many times over until it sinks in.

Eager to Please: New employees may be so eager to make a good impression that they may take on more than they can chew or be slow to ask for help or more information.  Consciously set the tone that there are no stupid questions and that it is always ok to ask for help.

The Fresh Perspective: One of the greatest assets that new employees bring to their organization is a fresh perspective.  They will have experiences from other settings that may be relevant to problems you are trying to solve.  In the course of training, they may question whether the way things have always been done is the best way.  Be open to this fresh perspective.  At the same time, new employees often want to play things safe and “not rock the boat” in their first days on the job, so you may need to encourage them to share their ideas.

Sealing the Deal: One question that is on the minds of new employees is whether they have made the right decision to take the job.  One of the main outcomes of a successful onboarding process is that the new hire has no doubts they have made the right decision and are strongly committed to mastering their new role.