Onboarding Resources 

• Talent Acquisition will send a welcome email that includes essential information about the organization, its culture, and any pre-arrival requirements.

  • Include details such as dress code, office location, and a brief overview of what to expect on the first day.

• The Talent Acquisition Team will select a new hire champion/mentor to assist the intern with “learning the ropes” of the business and industry. They are less of a project work advisor and more of a peer coach. It’s a good idea to pair the intern with a relatively recent hire who can relate to being the new person on the team. The mentor can assist in helping the intern feel included, comfortable and can serve as a go-to support when the intern’s director is unavailable.

• Provide information on the schedule for the first day, including introductions, orientation, and any training sessions.

• Ensure that the intern's workspace is set up and/or any necessary equipment or tools are ready. 

• Below are a list of resources your intern may need to help with a smooth start:

1. Laptop.

2. Email.

3. Access to email groups.

4. Access to Myagi and Franconnect.

5. Workspace (if working hybrid schedule).

6. Tour of space including fridge, bathrooms, water fountain, etc...

7. Instructions on where to park and where to meet you.

• Conduct a warm welcome on the first day, introducing interns to key team members and providing an overview of the organization's structure.

• Schedule a team meeting or welcome session to make introductions and set a positive tone.

• Talent Acquisition will offer an orientation session covering the Fleet Feet's history, mission, values, goals, organizational structure, and other important aspects about the organization.

• Have the intern's supervisor or team lead provide an in-depth overview of the department and the specific role the intern will be playing.

• Conduct any necessary training sessions on tools, software, or processes relevant to the intern's role.

• Offer resources and documentation for further reference.

• Clearly communicate expectations regarding work hours, communication channels, and performance standards.

• Discuss the intern's goals for the internship and how success will be measured.

• Schedule regular check-ins with the intern to discuss progress, address concerns, and provide feedback.

• Encourage open communication and create a comfortable environment for asking questions.

• Highlight opportunities for skill development, workshops, and training sessions.

• Ensure they have time allotted to attend the scheduled education and networking events.

• Discuss potential projects or responsibilities that align with the intern's career goals.

• Help support interns with information interviews to learn more about other departments.

• Organize team-building activities or social events to help interns build relationships with colleagues.

• Foster a sense of belonging by including interns in team meetings and activities.

• Be flexible and adaptable to the intern's needs, considering individual learning styles and preferences.

• Encourage interns to share their preferences for communication and collaboration.

• Provide comprehensive documentation, resources, and access to internal systems.

• Create a centralized location for important information, such as policies, procedures, and contact details.

• Recognize and appreciate interns' contributions to projects and the organization.

• Consider showcasing interns' work through internal communication channels.

Franchisees - The content on this document is for education and informational purposes only. Should a franchisee decide to act upon any information on this document, they do so at their own risk. Fleet Feet recommends all franchisees consult with an employment attorney when creating/modifying policies, pay practices or other items related to employment.