Give Every New Employee a Clear Start

Yes. We design checklists by role, department, location or any other basis that matters in your business, each with an owner, a due date and a completion requirement per task.

Yes. We design the process so the employee completes assigned joining tasks, submits documents and sees what is still pending. HR verifies each document and requests a correction when something is missing or unclear.

Yes. Equipment, accounts, access and workplace set-up are assigned to the responsible teams with deadlines, so that nothing waits until the morning the employee arrives.

Yes. We set check-ins at milestones that suit the role and probation period, followed by a final assessment. Review forms can include an employee self-assessment alongside the manager's feedback.

The reason, a revised end date, improvement goals, the support plan and the next review date. We build these fields into the review form so an extension is a documented decision rather than a verbal one.

Yes. We define who reviews a manager's recommendation and who approves confirmation or extension, and the process records the outcome with the supporting review records.

We prepare templates in your approved wording and set up how issue and acknowledgement are tracked. The terms in a letter, including probation period, notice and confirmation, depend on your appointment terms and the law that applies to your business, so confirm them with a qualified professional.

Yes. We set who can see documents, assessments, feedback and approval records by role. In a system that supports role-based permissions, we configure this with you.

No. The process, forms and checklists work in whatever HR system you run. If you prefer, we configure them on the GullyHR platform, which can connect onboarding with recruitment, employee records, attendance and leave, payroll and performance. What can be connected depends on the modules and systems in your implementation.

A short, written process still helps, because few joiners mean each one matters more and the steps are easy to forget between hires. We scale the work to your size and agree the scope before we start.

Onboarding is the whole sequence around a new employee, including documents, records, approvals, probation and confirmation. Induction is a set of sessions within it that introduce the company, policies, team and role. A business can run good induction and still lack an onboarding process.

Your own managers. Induction works best when the people the employee works with deliver it. We write the content, set the sequence and brief HR and reporting managers on their part.

Yes. A site or field joiner may need safety and site orientation, shift and attendance rules explained on day one and a named person to receive them. An office or remote joiner needs system access and a workplace or set-up. We design the process by employment type and location.

The process defines a confirmation review before the probation end date, where the manager records a recommendation to confirm, extend or not confirm, with an approval route for each outcome. Where an outcome carries contractual or statutory implications, take specialist advice before acting.

We prepare joining forms, checklists, declarations, acknowledgements and induction material, and review your existing letter formats to see that they fit the process. Letters that create legal obligations should be settled with your own legal adviser.

A named contact, a scheduled communication plan and early readiness tasks can help keep the candidate engaged. We design that plan with HR and the reporting manager, though a candidate's decision stays with the candidate.

Pricing depends on the number of joiners, locations, employment types and the support required. Share your requirements and we will send a tailored proposal.