How to Onboard a New Accounting or Finance Hire


Starting off on the right foot with a new accounting or finance hire is critical for creating buy-in and engagement.  Yet so many companies misstep when it comes to this important piece of the employee retention puzzle.  With that in mind, here’s how to successfully onboard a new accounting or finance hire.

The First Day (and before)
Remember your first day at your organization?  You were likely nervous and hoping to make a good impression.  Keep this in mind while you plan day one of your new employee’s onboarding process.  Make sure to do the following:

  • Reach out a few days beforehand to express enthusiasm at their joining the team. Talk briefly about what their first day will look like so that they can prepare
  • Send out a companywide email welcoming the new employee on their first day
  • Block off time to help the new hire fill out the requisite HR paperwork and to help them with any questions they may have
  • Introduce the employee to each member of the team
  • Pair your new hire with someone they can connect with should they have questions. Consider having your new hire shadow someone whose role is similar to theirs

The 4 C’s
David Almeda, who is responsible for overseeing the global human resources function at Kronos, a workforce management software company, says that a successful onboarding process addresses the “4 C’s.”  The first, career, means defining the employee’s individual goals for them and explaining how each goal will be measured.  In culture, the second of the “c’s” your new hire learns about the company’s culture and how they can thrive in it.  According to Alemda it’s critical to help your new hire forge connections (the 3rd “c”) with other colleagues and to connect their role to the company’s mission (the 4th “c”).

Maintaining Engagement
An effective onboarding strategy includes one-on-one meetings during the first few weeks.  This will allow the new hire to express any concerns they have and gain additional knowledge along the way.  Build trust and encourage a collaborative approach to problem-solving.  The 30 minutes that you take each week will go a long way to ensuring your new hire flourishes in the role and stays with the organization.

Common Mistakes
There are a few common mistakes that can derail the most well-intentioned onboarding process:

  • Don’t overload your new hire with too much information at once – understand that there is an adjustment period regardless of how much pedigree your new employee comes with
  • Don’t expect them to immediately absorb everything that you are saying, even if they have extensive industry experience.  Every company has its ins and outs, and it can take a new hire a while to master them
  • Don’t be vague about timelines for their expectations and goals.  New hires want to know what they need to have achieved or learned by the 3 month, 6 month and one year mark.  They also want to know how success will be measured.
  • Don’t overpromise and under-deliver – if you say that you run a supportive, collaborative environment, then follow through and be available
  • Don’t forget to measure the success of your onboarding process so that you can refine and improve it

Key Takeaways
Onboarding a new hire successfully begins before they ever walk through the door.  Take some time to make sure your new hire understands their role, its expectations and the team they’ll work with.  Establish a tone of trust and openness with your new hire by scheduling weekly one-on-one meetings.  Check in frequently during the first few days and manage your expectations.  By doing so, you position your new hire for success and increase your chances of retaining them down the road.

Your Next Step
No one should walk the job search or hiring road alone. At Clarity Recruitment we help others realize their success through a process that marries proprietary technology with unwavering commitment. Contact us today to take control of your career, or to partner with us to hire well.

Clarity Recruitment, connecting exceptional people with remarkable companies.

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