What this template covers
The diagram guides the onboarding team and the new hire through the following stages:- Initial documentation — Collecting and processing contracts, tax forms, and compliance paperwork.
- IT setup — Provisioning accounts, devices, and system access before or on day one.
- Training and orientation — Scheduling role-specific training, culture sessions, and team introductions.
- 30-day follow-up — Checking in on early performance, blockers, and open questions.
- 60-day follow-up — Reviewing progress against role expectations and adjusting the integration plan if needed.
- 90-day follow-up — Completing the probationary review and transitioning to standard performance cycles.
Template details
| Field | Value |
|---|---|
| Category | Human Resources |
| Complexity | Medium |
| Elements | 23 |
| Format | BPMN 2.0 |
Use cases
This template is a strong starting point whenever you need to:- Standardize new hire integration so every employee receives the same quality of onboarding regardless of department or manager.
- Ensure labor compliance by making documentation and legal steps explicit, sequenced, and trackable.
- Improve employee experience by removing confusion about who does what and when during the first weeks.
- Reduce adaptation time by structuring training and check-ins so new hires reach full productivity faster.
Get started
Open the Employee Onboarding template directly in the Just Flow It editor: Open Employee Onboarding template →Viewing the template is free. To edit or export, sign in to your Just Flow It account — the free plan is enough to get started.
Customize with AI
Once the template is open in the editor, describe your changes in plain language and the AI will update the diagram for you. Here are some prompts to try:Add a buddy program
“Add a step to assign an onboarding buddy to the new hire on day one.”
Include a security training gate
“Add a mandatory security awareness training task that must be completed before IT access is granted.”
Add a department-specific lane
“Add a separate lane for the hiring manager’s tasks during the first 30 days.”
Extend to 6 months
“Add a 6-month performance review milestone after the 90-day follow-up.”