Onboarding Process_HROnboarding Process
While we continue the implementation of Neogov, we wanted to share a “behind the scenes” look at
what takes place when a new employee is hired. Below is the “best case scenario,” there are other cases
that require additional steps.
1. The Hiring Manager makes an offer (verbal). The Hiring Manager moves the candidate in OHC to
“Offered,” then “Offer Accepted.” This gives the Talent Acquisition Specialist the correct salary
information. From there, the Talent Acquisition Specialist will reach out to the Hiring Manager to
confirm the start date.
a. If offering at Above P25, the Above P25 form must be approved and submitted before the
Hiring Manager makes the verbal offer.
2. Talent Acquisition sends an offer letter, moves the new hire to pre-boarding in Neogov, and
sends an activation link to the new hire to begin the pre-boarding tasks through Neogov.
3. The new hire completes the pre-boarding tasks.
4. Once the pre-boarding tasks are complete, including the required consent forms, the Talent
Acquisition Specialist can request the background check.
a. The new hire will need to enter their information directly into the background check
portal.
5. After the new hire has entered their information into the background check portal, the Talent
Acquisition Specialist can start the background check.
6. If the position requires a physical, the Talent Acquisition Specialist will order both the physical
and drug screen and send the new hire the form and instructions.
a. Please note, the new hire has 48 hours to complete the physical and drug screen.
b. If the position does not require a physical, the drug screen will be performed later in the
process by authorized personnel.
7. While waiting for the results from the physical and drug screen, the Talent Acquisition Specialist
will create the Employee ID and promote the new hire to “employee” in Neogov.
8. The new hire/employee will be assigned further paperwork/tasks in Neogov to complete
(including direct deposit, employee contact information, complete their W-4 and I-9, etc.).
9. When the background check results come back, the Talent Acquisition Specialist can schedule an
appointment with the new hire/employee to complete the onboard paperwork, verification step
for the I-9, and take a picture for the employee’s ID badge.
a. Please note, if the position did not require a physical, a drug test will be administered by
authorized personnel during this appointment.
10. Once all of the paperwork is complete and all results have come back (background check,
physical, and drug test) – an email is sent to the Hiring Manager to inform them that the new
hire/employee is cleared to begin work.