Contractor Onboarding Checklist: Fill & Download for Free

What is the best way to train and onboard new employees?Successful companies focus relentlessly on designing a smooth and clearly marked journey to joining the team, leaving no roadblocks in getting started. Most fast-growth organizations start withSeveral features come together to create a great onboarding system, but three stand out as critical: the creation of a robust training program fully integrated within the onboarding workflow, automation that ensures efficient onboarding, and data/document collection of the right information.Integrating high-quality instruction with onboarding means employees will have the knowledge and confidence to complete their first assignment quickly.Consider these uses and benefits of embedding training:Helps employees complete the onboarding fasterIf during onboarding, a prospect needs instruction on how to perform a specific task like uploading a needed document or photo, they can pull up a short how-to video.Customized trainingEmployees are able to select modules most applicable to their needs or concerns as they onboard. They can cherry pick content relevant to their purpose, such as how your solution solves their specific business challenge, or how it helps them earn more.Makes training easily accessibleAs your new hires flow through the onboarding steps, they can immediately access learning content without waiting for a trainer to visit or wading through libraries of PDFs. Naturally, today’s training isn’t just online but also must be optimized for mobile to reach employees and contractors when and where they need it.Demonstrates your valueTraining modules at the onboarding stage can underscore the benefits of joining your platform. Brief tutorials can show how your solution works and how it benefits your employees. You can also, mix in case studies of others who have succeeded with your company.AutomationAutomated onboarding enables employees to complete the process on their own without you having to dedicate people to managing each step. Instead, you can concentrate your people where they are needed most -- resolving employees legitimate concerns and questions rather than overseeing mundane steps, such as helping an employee fill out paperwork.Data CollectionEffective data collection enables the organization to pre-qualify a new hire as someone able to get value from the employment. You may want information about your new hire like:Past experience in a similar role.Confirmation that they uploaded required documents (licenses, ID, background checks) or signed contracts.Direct deposit information for payment.The employee’s purpose: what they hope to achieve by joining the team.Gathering this information also produces actionable insight. The onboarding data is a valuable resource you can share with other departments, such as product development, design, businessdevelopment and sales.For more tips, see - The New Hire Checklist: Everything You Need To Know

I remember when I was on-boarded by my first large company. It took around 3 weeks to get the equipment, access and clearances needed to do my job. I was involved in on-boarding a couple of contractors who had the same problem. I spent a couple of weekends developing a checklist required to on-board a new person.It became adopted by our program manager. We were able to on-board a person within a day and had them up and running quickly. Several other divisions began to adopt it and we were able to onboard people quickly, once we gave them a job offer.I don’t know if they still use the same checklist, but I was proud of developing it and proud of its success while I was there.

Basically, there are 4 options how to engage overseas talents:As an independent workerBy opening own legal entityUsing a local staffing agencyUsing Global Employment (GEOR – Global employer of record) provider like Acumen InternationalEach of the abovementioned methods has its own advantages and disadvantages in terms of main criterias for engagements that you will face:Costs (setup, maintenance, office rent, legal advice, hiring a director, accounting costs)Compliance (foreign country employment regulationsFinancial security (foreign currency exchange, mitigation of contractor/employee misclassification risks and liabilities)Business & legal security (mitigation of risks linked with intellectual property loss, customer base lossResponsibility (international HR compliance, profit repatriation tax, bank account, monthly payroll, money transfers, registration with in-country statutory bodies & onboarding, liquidation & termination, occupational safety responsibilities)Control & accountabilityStaff commitment & engagement (right to work for other companies, turnover, focus on company product/project)Headcount & geographical coverage (minimum employee number limits, limited number of countries)Communication & reporting (language, single point of contact, standardized reporting, unified procedures)Method of engagement will determine your own challenges.If you are not going to open a legal entity, you will work with a developer as with employee or independent contractor.Feel free to contact me directly and I will share with you link to the checklist ‘Employee or Independent IT Contractor’ and additional valuable information that can help you to make an informed decision.We at Acumen International can support you in China and in Russia as well as in other 185+ countries.Feel free to reach me directly, I and Acumen International team will be happy to support you with your global extension and talents acquisition!Hope it helps!