Seeking Input: What Essential Questions Should Be on an Employee Onboarding Checklist?

Checklist for Employee Onboarding

I am looking for a format of a checklist wherein an employee puts YES or NO in the mentioned fields at the time of joining the company. Some points include:

- Do you have any relatives working in the company? Yes or NO. If Yes, please provide details.
- Does any of your relatives work in a similar industry? Yes or NO. If Yes, please provide details.
- Have you read and understood the Code of Conduct?
- Has your salary structure and other perks been clearly defined?
- Do you suffer from any diseases that need emergency attention at times? If Yes, please provide details.

This needs to be filled out and signed by the employee after joining and should be a part of their file, along with the regular documents and certificates. I would appreciate your suggestions on what other points can be added that are necessary to be declared by the employee at the time of joining.

Thanks & Regards

Dear HRMADMIN,

Rather than using a checklist, I suggest preparing a declaration for newly joined employees to sign and submit to you. At the end of the declaration, the employee must certify that "if the falsification of the above information is proven, then I am liable for disciplinary action." This declaration holds more weight than a simple checklist.

Thanks,

Dinesh Divekar
+91-9900155394

Dear Mr. Dinesh,

Thank you for your suggestion. I need some points that can be mentioned in declarations which should help us to get the right employee on board.

Thanks

Please ensure that all certificates are photocopied and self-certified by the candidate. If the candidate is already employed, please obtain a relieving letter from their previous employer.

I am not looking for a checklist for documents, previous employment details, or personal information. What I need is a form where the employee agrees or declares certain details that may not be in the company's best interest. For example:

- Does any of his/her relatives work in the same company?
- Do any of his/her relatives work in a similar industry?
- Is he/she directly or indirectly involved in any other commercial activities?

These questions may not be asked during the interview process or documented, but if disclosed by the employee, they can be kept on record. This information might be helpful if the company's current policy conflicts with it or could be necessary in the event of a change in HR policy. For instance, although the company may currently have no restrictions on relatives working in the same company, it might change its policy in the future. Having knowledge of a relative working in the same industry could serve as a warning sign for the company.

I hope I have clarified my requirements.

Thanks

From my experience here at CiteHR, I have reached a view that most companies in India have application forms for candidates to fill in. These sorts of questions can be asked on that form. It goes without saying that, while application forms for rejected candidates will be destroyed (after a certain length of time, of course, in case of appeals against decisions), the successful candidate's form will be retained in their HR file for future reference.

Interview Questions and Structure

On the other hand, these questions can be asked at an interview. This is another reason why all interviews must be properly structured with an agreed set of questions for all candidates. These sorts of questions can be mandatory for all interviewing staff to include. Once again, the record of the interview for the successful candidate will be retained in their HR file for future reference.

Importance of Confidentiality

However, in the case of the example questions, these matters are now becoming more and more important due to the competitive nature of business and industry. Every day we are reading of cases where employees divulge company proprietary information to friends, relatives, etc., or leave organizations to start their own business using the knowledge gained from their previous employer.

Proactive Company Policies

If your organization is one that is likely to suffer loss or problems in such cases, then these matters must be clearly dealt with in the company policies and employee handbooks, etc. It is now more important than ever for businesses to be proactive and head off any potential problems before they occur.

Regards