A. Pre-Onboarding Phase
Goal: Prepare all documents and assets before Day 1. 

• Offer Letter (Send signed offer letter with job details)

• Pre-employment Requirements (Collect required government IDs and documents)

• Pre-employment Medical (Schedule pre-employment medical exam (if needed)

• Government Registration Assistance (Assist with SSS, PhilHealth, Pag-IBIG, and BIR registration)

• Account/Access Setup (Set up email, system logins, and work tools)

• Equipment & Workspace (Prepare equipment, ID, uniform, and workspace)

B. First Day / Orientation
Goal: Introduce company policies, team, and role expectations. 

• Welcome Session (Welcome the employee and give the onboarding kit)

• Company Orientation (Share company history, mission, vision, and culture)

• HR Orientation (Review policies, benefits, timekeeping, and dress code)

• Department Orientation (Assign buddy and introduce team and manager)

• Job Role Briefing (Explain KPIs, tools, tasks, and expectations)

C. Compliance & Documentation
Goal: Ensure proper legal and payroll registration. 

• 201 File Creation (Organize employee's records (personal, government, employment)

• Contract Signing (Process Job Offer or Employment Contract)

• Government Forms (Submit required forms to SSS, PhilHealth, Pag-IBIG, BIR)

• Enroll to Payroll (Add employee to payroll system and assign salary account)

D. First Week to First Month
Goal: Monitor progress and provide support. 

• Training Sessions (Conduct job-specific training (tools, SOPs, compliance)

• Performance Check-ins (Hold weekly 1-on-1s to check progress and resolve issues)

• Feedback Collection (Gather feedback on onboarding process)

• 30-Day Evaluation Conduct first performance review to assess fit and readiness)

E. Post Onboarding (1st to 6th Month)
Goal: Finalize probationary status and integrate employee into the culture. 

• Regular Check-ins (Provide monthly or bi-weekly feedback and coaching)

• Performance Appraisal (Review for regularization at 5th or 6th month)

• Regularization Notice (Issue regularization letter if passed; discuss career path)

• Culture Building (Include employee in team-building, events, and committees)

1.  Workforce Planning & Approval

• Identify vacancies and define role requirements with department heads.

• Align hiring plans with business goals and budget.

• Get final approval form:

  • Department Head

  • HR

  • General Manager

  • Accounting (for budget validation)

2. Job Posting & Candidate Sourcing 

• Draft standardized job descriptions (tailored for Employee or ISP roles)

• Post on relevant channels:

  • Job boards (e.g., Jobstreet, LinkedIn)

  • Social Media

  • Internal referrals

• Use a sourcing tracker for candidate visibility and status monitoring.

3. Application Processing & Screening 

• Collect all applicant data via Online Registration Form.

• Screen applications for basic qualifications and alignment with the role.

• Schedule initial interviews with qualified candidates.

4. Initial Interview & Pre-Assessments

• Conduct Initial Interview (phone/video/in-person)

• For Hybrid/On-site applicants, provide Offline Registration Form.

• Send pre-assessments:

  • DISC Personality Test

  • Basic knowledge check (if needed)

  • Job preview or self-assessment (optional but helpful)

5. Final Interview & Role Fit Assessment 

• Refer shortlisted candidates to:

  • Hiring Manager (for technical roles)

  • General Manager (for strategic or leadership roles)

• Discuss cultural fit, expectations, and availability.

6. Testing & Evaluation 

• Send complete evaluation package:

  • Orientation Slides

  • Job-related Reviewer 

  • Technical/Skillset Test

• Schedule online or on-site test sessions.

• Evaluate results with a scoring rubric for consistency.

7. Selection & Job Offer 

• Finalize top candidates

• Prepare and send appropriate documents:

  • Employment Contract (for employees)

  • ISP Agreement (for service providers)

  • Job/Service Description 

  • Compensation & Benefits Summary 

• Collect signed documents and return confirmation.

8. Pre-Deployment Requirements 

• Request required documentation (SSS, TIN, NBI, etc.)

• Ask selected hires to complete:

  • Settlement Account Enrollment Form  

  • Bank/GCash KYC Registration 

• Ensure completion before training starts.

9. Onboarding & Training 

• Schedule Orientation covering: 

  • Company Policies 

  • Workflows & Tools

  • Expectations & KPIs

• Share training schedule and discuss any training allowance or support.

• Provide access to systems/tools/platforms.

10. Deployment & Monitoring

• Assign new hires to team leads or supervisors.

• Start with shadowing or task simulations.

• Begin formal deployment after initial check-in.

• Start performance tracking via daily/weekly reviews.