Why integration is critical
"A recruitment is only successful if the employee is still there and performing at 12 months."
You found the right candidate. Congratulations! But the work isn't finished. The first 90 days are crucial. 22% of departures happen in the first 45 days. 4% of new hires leave after a disastrous first day. A well-integrated employee is 3 times faster at becoming productive.
You invested time and money recruiting. Poor integration wastes all that investment.
The Aurelia integration plan
Before arrival (D-7 to D-1)
Prepare the welcome to avoid first-day chaos.
Day 1: Memorable welcome
First day sets the tone. It must be prepared and structured: warm welcome, team coffee, tour, admin tasks, team lunch.
Week 1: Discovery
Product/service training, meetings with key teams, observing colleagues in action, first weekly check-in on Friday.
Month 1: Immersion
Progressive task ownership, support on first assignments, weekly feedback, formal monthly review.
Months 2-3: Building momentum
Progressive autonomy, first measurable goals, 360 feedback (colleagues, clients), probation review preparation.
End of probation: Validation
Structured validation interview, goal review, confirmation decision, definition of 6-12 month objectives.
Integration checklist and responsibilities
Who does what before arrival
| Task | Responsible | Deadline |
|---|---|---|
| Prepare employment contract | HR | D-14 |
| Order IT equipment | IT | D-7 |
| Create email and tool access | IT | D-3 |
| Prepare desk and welcome kit | Office manager / HR | D-1 |
| Schedule first week agenda | Manager | D-1 |
| Notify team and designate buddy | Manager | D-3 |
The 5 integration mistakes to avoid
Best practices vs common mistakes
- Prepare arrival in advance with complete checklist
- Designate a buddy for day-to-day questions
- Stagger information (essential → important → rest)
- Regular feedback: minimum 1 formal check-in per week in first month
- Celebrate small wins (first client, first presentation)
- The 'figure it out': leaving new person with no support
- Information overload: wanting to cover everything in one week
- No feedback: waiting until end of probation
- Isolation: not introducing the new person to other teams
- Broken promises: the job doesn't match what was announced
Recommended follow-up points
Post-recruitment follow-up schedule
| Milestone | Type of check-in | Main objective |
|---|---|---|
| D+1 | Informal debrief | First impressions, urgent questions |
| D+7 | Weekly check-in | Week 1 review, necessary adjustments |
| D+14 | Bi-weekly check-in | Progress, detected difficulties |
| D+30 | Formal monthly review | Intermediate goal evaluation |
| D+60 | Mid-point check-in | Objective realignment if necessary |
| D+90 | Probation review | Validation decision and 6-month goals |
Aurelia probation report
How long for a new employee to be fully productive?
Should probation plans differ by position type?
What if the probation period isn't going well?
Can I involve a buddy in Aurelia tracking?
Successfully integrate your next employee
Aurelia generates a personalised integration plan and interactive checklist with automatic reminders at key stages.