For hiring managers, January often brings an exciting milestone. It is the time when that perfect candidate you spent weeks recruiting finally walks through the door.
At Anne Corder Recruitment, we know that finding the right person is only the first step. The true success of a hire depends on what happens next. A great onboarding experience can set the tone for a long and productive career with your company. Conversely, a disorganised start can leave a new employee questioning their decision before lunch on their first day.
January is a unique time to join a new company. Everyone is busy catching up after the break, and office energy can fluctuate between high-stress and post-holiday blues. As a manager, you play a pivotal role in cutting through that noise to provide a stable, welcoming environment.
We believe that preparation is the key to retention. Before your new hire arrives, take a moment to ask yourself these six critical questions. Your answers will determine whether your new starter feels like a temporary guest or a valued member of the team from the very start.
1. Have I fully prepared everything my new starter needs before day one?
Is the desk ready, the paperwork signed, and the technology working?
Nothing dampens the excitement of a new job quite like arriving to an empty desk or a locked computer. When a new starter has to wait three days for an email login, it sends a signal that their arrival was not prioritised. In the rush of a January return, administrative tasks can easily slip through the cracks.
You must ensure that the logistical foundation is solid. This shows your new employee that you value their time and are eager for them to start contributing. It transforms the first few days from a frustrating exercise in bureaucracy into a smooth integration into the business.
Your January onboarding checklist should include:
Confirmed logistics: Double check the start date, arrival time, and dress code. Ensure these details have been communicated clearly to the new starter via a welcome email or pack.
Paperwork: Verify that contracts are signed and all right to work checks are completed and filed.
Workstation setup: Ensure their desk is clean, equipped, and welcoming. If they are working remotely, confirm that their laptop and peripherals have arrived at their home.
IT Access: Test their logins, email access, and software permissions. It is helpful to have a "cheat sheet" of passwords and system guides ready for them.
2. Is the wider team ready to welcome and support them?
Does everyone know who the new person is and why they are here?
Onboarding is not a solo sport. While you are the primary point of contact, your new hire will spend much of their time interacting with their colleagues. If the team is surprised by a new face in the office, it can create an awkward atmosphere.
We encourage managers to brief the wider team well in advance. Explain the new starter's role, their background, and how they will fit into current projects. This fosters a culture of inclusivity and ensures that colleagues are ready to offer help rather than asking confused questions.
Steps to prepare the team include:
The "Buddy" System: Assign a specific colleague to act as a mentor or buddy. This person can handle the informal questions about where to get the best coffee or how the printer works, relieving some of the pressure on you.
Front-of-House awareness: Ensure reception staff know to expect the new starter so they are greeted by name upon arrival.
Inclusivity: Remind the team to include the new hire in lunch plans or coffee breaks, especially in those first crucial days.
3. Do I have a clear and structured plan for their first week?
Do I know exactly what they will be doing, or am I hoping to "wing it"?
January is notoriously busy. Without a plan, it is easy for a new starter to be left reading the employee handbook for eight hours while you put out fires. This lack of structure can lead to feelings of isolation and boredom.
A structured plan provides comfort. It lets the new employee know what is expected of them and gives them a roadmap for their first few days. It does not need to be minute-by-minute, but it should cover the key pillars of their induction.
Elements of a strong first-week schedule:
Training sessions: Block out time for essential training on company systems and processes.
Job shadowing: Arrange for them to sit with key team members to understand different workflows.
Stakeholder introductions: Schedule short "meet and greets" with heads of departments they will be working with.
Early expectations: Set small, achievable goals for the first week so they can secure some quick wins and feel productive.
4. What experience will they have on their first day?
Will they feel overwhelmed, or will they feel at home?
First impressions last. The first day at a new job is filled with nerves, regardless of a candidate's seniority. Your goal is to convert that nervous energy into excitement and engagement.
We recommend focusing on the "human" side of the first day. While compliance and health and safety are legal necessities, they should not be the only things a new starter experiences.
Creating a memorable first day experience:
A personal welcome: Be there to greet them yourself. Do not delegate this to HR if you can avoid it.
The workplace tour: Show them the facilities, including the kitchen and restrooms, and introduce them to people as you walk around.
Culture and values: Spend time discussing the company's vision and how they contribute to it. This provides purpose from day one.
Meaningful work: Give them a small, real task to complete. It helps them feel useful immediately.
5. How will I support them beyond the first week?
Do I have a strategy for the long term, or just the short term?
Effective onboarding is a process, not a one-time event. Research suggests that new hires are most vulnerable to leaving within the first few months. Once the initial excitement fades and the reality of the role sets in, they need consistent support.
You should have a plan for ongoing communication. This demonstrates your commitment to their professional growth and helps catch any issues before they become reasons for resignation.
Strategies for ongoing support:
Weekly check-ins: Schedule recurring one-to-one meetings to discuss progress, answer questions, and provide feedback.
Recognition: Acknowledge their efforts. A simple "great job" can go a long way in building confidence.
Open communication: Create an environment where they feel safe asking questions without fear of judgment.
Social integration: Continue to include them in team meetings and social activities to cement their place in the group.
6. Am I accounting for the pressures of starting a new job in January?
Are my expectations realistic for the time of year?
Starting a new job is stressful. Starting a new job in January, often after a holiday break and during a period of personal reflection or "New Year's resolutions," adds another layer of complexity.
Candidates often put immense pressure on themselves to perform immediately. As a manager, you can alleviate this by managing expectations.
Managing the January transition:
Acknowledge the overwhelm: Let them know it is normal to feel like there is a lot to learn.
Gradual workload: Do not dump a year's worth of targets on them in week one. Build their workload up as their confidence grows.
Patience: January is a time of adjustment for everyone. Be patient with their learning curve and offer reassurance that they are on the right track.
Building a Partnership for Success
At Anne Corder Recruitment, we pride ourselves on matching the right people with the right companies. However, we also know that the recruitment journey does not end when the contract is signed.
By asking yourself these six questions, you are taking proactive steps to ensure your new hire lands softly and integrates quickly. You are building a foundation of trust and support that will pay dividends in employee loyalty and productivity for years to come.
If you are looking for further advice on onboarding or need support finding your next star employee, we are here to help.