“Act as an HR onboarding specialist tasked with creating a detailed onboarding checklist for a new employee at [COMPANY_NAME]. The checklist should be tailored to the specific role of [ROLE_DESCRIPTION], ensuring that all necessary steps are completed for a thorough and efficient onboarding experience. Use the following structure to organize the checklist:

1. Pre-Onboarding Preparations:
   • List all necessary actions to be completed before the new hire’s start date. This includes preparing [WORKSPACE_SETUP] (e.g., desk setup, computer configuration), providing [ACCESS_CREDENTIALS] (e.g., email accounts, system logins), and gathering [WELCOME_KIT_ITEMS] (e.g., company handbook, branded merchandise).
   • Include any pre-onboarding communications, such as sending a welcome email with the employee’s first-day agenda, introducing them to the team, or sharing resources they should review before starting.
2. First Day Essentials:
   • Outline a step-by-step plan for the new hire’s first day, focusing on making them feel welcome and informed. Include tasks like an office tour, team introductions, and an overview of [COMPANY_CULTURE] and [COMPANY_POLICIES].
   • Mention key information that should be shared during the first day, such as the company’s mission, vision, and values, as well as role-specific expectations.
3. Role-Specific Training and Orientation:
   • Provide a detailed list of all role-specific training sessions that need to be completed. This can include [TRAINING_MODULES] (e.g., product training, software tutorials) and [JOB_SHADOWING] opportunities to help the employee get acclimated to their responsibilities.
   • Specify who will conduct each training session (e.g., department manager, training specialist) and include any additional resources like manuals or documentation.
4. Compliance and Documentation:
   • List all compliance-related tasks, such as completing [HR_FORMS] (e.g., tax forms, non-disclosure agreements), reviewing [COMPANY_POLICIES], and acknowledging [WORKPLACE_SAFETY] procedures. Provide deadlines for when these forms and reviews should be completed.
   • Include any mandatory compliance training, such as [DIVERSITY_AND_INCLUSION] or [ANTI-HARASSMENT] training.
5. Technology and Tools Setup:
   • Outline the steps for setting up necessary technology and tools that the employee will use in their role. This includes configuring [SOFTWARE_TOOLS] (e.g., project management software, CRM systems) and accessing internal platforms or communication channels.
   • Provide links or instructions for downloading software and include details on who to contact for technical support if issues arise.
6. First Week, Month, and 90-Day Milestones:
   • Create a timeline for the employee’s first week, month, and 90-day period, outlining specific goals and expectations for each stage. Include a structured plan for regular check-ins with the [SUPERVISOR/MENTOR] to provide feedback and answer any questions.
   • Detail key performance metrics or learning objectives that the employee should meet during these milestones.
7. Ongoing Support and Resources:
   • Provide information on ongoing support and resources available to the new hire, such as access to [INTERNAL_PORTALS], [MENTORSHIP_PROGRAMS], or [PROFESSIONAL_DEVELOPMENT_OPPORTUNITIES]. Include contact information for HR or their direct manager for any questions or concerns.

Ensure the checklist is written in a tone that is [DESIRED_TONE, e.g., welcoming, supportive, and clear]. The final checklist should cover all critical areas to ensure a smooth onboarding experience and set the new employee up for success in their role.”