As of 13 August 2026, AI can create a role-specific onboarding plan.

What to actually do

1. Do it yourself

   The route this page recommends

   A chat interface, chat-fluent skill, and roughly 30 minutes until you can act on the result.

   How to actually do it

   1. Open the current job description and gather the role purpose, responsibilities, expected outcomes, first priorities and required skills.
   2. Collect the manager's details, team structure, working pattern, location, regular meetings, communication channels and people the new starter needs to meet.
   3. Ask IT, HR and the relevant process owners for the systems, equipment, access, training, policies and procedures that apply to the role.
   4. Paste the gathered information into the prompt, replacing each bracketed slot and marking unknown details as unknown rather than guessing.
   5. Paste the generated plan into a document and ask the manager, HR, IT and process owners to confirm the actions assigned to them.
   6. Compare every task, policy reference, system name, owner and deadline against the current job description and internal sources, then replace each [TO CONFIRM] item with an agreed detail or remove it.
   7. Send the approved plan to the new starter and use the check-in questions and completion evidence to update it during onboarding.

   Prompt

   Create a practical, role-specific onboarding plan for a new starter in the UK.
   
   Role: [job title]
   Team and manager: [team name and manager's role]
   Organisation or business context: [brief description]
   Start date: [start date]
   Working pattern and location: [working hours, office, hybrid or remote arrangements]
   Employment status: [employee, worker or contractor, if relevant]
   Role purpose: [purpose of the role]
   Key responsibilities: [paste the job description or list the main duties]
   Expected outcomes: [what good performance should look like]
   First priorities: [known tasks or projects]
   People and teams to meet: [names or roles]
   Systems, equipment and access needed: [list]
   Required training: [list]
   Relevant internal policies and processes: [paste or summarise them]
   Team routines and communication channels: [list]
   Known constraints or risks: [list]
   
   Produce:
   1. A preparation checklist for the manager before the start date.
   2. A first-day plan with times, owners and purpose for each activity.
   3. A structured plan for the first week, first month and following two months.
   4. Role-specific learning objectives and practical tasks for each period.
   5. A list of people the new starter should meet, with a reason for each meeting.
   6. Systems, access, documents and training to confirm.
   7. Questions the manager should ask at each check-in.
   8. Clear owners and evidence of completion for every action.
   
   Use plain British English. Do not invent company facts, policies, systems, deadlines or legal requirements. Mark missing information as [TO CONFIRM]. Separate mandatory activities from useful suggestions. Do not make employment-law judgements. Flag any item that needs confirmation from HR, IT, the line manager or another named owner. Put the result in tables where that makes ownership and timing clearer.

   Open it prefilled in ChatGPT or Claude, or copy it into Gemini, which takes no prefill link.

2. Use a tool built for this

   Second choice

3. Hand it to a person

   The distant third

   A person who owns the outcome does this end to end, worth it when the failure is dear.