Features Editor Onboarding Checklist

Features Editor Onboarding Process

Are you looking for help setting up a staff orientation process so that when your new Features Editor starts their role, they can learn about their responsibilities and your company as quickly as possible? Whether you’re keen to use buddy onboarding, want to automate your Media onboarding experience or just need an onboarding checklist for your new Features Editor, you’re in the right place. We’ve put together a sample Features Editor onboarding checklist below and have created onboarding templates & resources to help.

Features Editor Onboarding Checklist

1. Introduction to the company: The HR department or a designated representative should provide a comprehensive overview of the company’s history, mission, values, and organizational structure. This will help the new features editor understand the company’s culture and how their role fits into the bigger picture.

2. Orientation to the department: The immediate supervisor or a senior features editor should introduce the new hire to the department’s workflow, goals, and expectations. This includes explaining the editorial process, team dynamics, and any specific guidelines or style preferences.

3. Familiarization with company tools and software: The IT department or a designated IT specialist should provide training on the various tools and software used in the company, such as content management systems, project management tools, and communication platforms. This will ensure the features editor can effectively navigate and utilize these resources.

4. Review of editorial policies and guidelines: The senior features editor or a designated representative should provide a thorough review of the company’s editorial policies, including ethical standards, fact-checking procedures, and guidelines for sourcing and attribution. This will ensure the new hire understands the company’s expectations for accuracy and integrity in their work.

5. Introduction to the team: The immediate supervisor or a designated team member should facilitate introductions to the rest of the editorial team, as well as other relevant departments such as design, photography, and marketing. This will help the new features editor establish relationships and understand how different teams collaborate.

6. Training on content strategy and target audience: The senior features editor or a designated representative should provide training on the company’s content strategy, target audience, and brand voice. This will help the new hire align their work with the company’s goals and ensure they produce content that resonates with the intended audience.

7. Review of past features and successful examples: The senior features editor or a designated representative should share examples of past features that have been well-received or successful. This will give the new hire a sense of the company’s preferred style, tone, and storytelling techniques, helping them produce content that aligns with the company’s brand.

8. Introduction to key stakeholders: The immediate supervisor or a designated representative should introduce the new features editor to key stakeholders, such as senior management, marketing executives, and other relevant departments. This will help the new hire understand the broader organizational structure and build relationships with important decision-makers.

9. Training on industry trends and competitors: The senior features editor or a designated representative should provide training on industry trends, competitor analysis, and emerging topics of interest. This will help the new hire stay informed and produce content that is relevant and competitive within the media industry.

10. Shadowing and mentorship opportunities: The immediate supervisor or a designated mentor should provide opportunities for the new features editor to shadow experienced team members, attend meetings, and participate in collaborative projects. This hands-on experience will help the new hire gain practical knowledge and learn from seasoned professionals.

11. Performance expectations and feedback mechanisms: The immediate supervisor or a designated representative should clearly communicate performance expectations, including deadlines, quality standards, and key performance indicators. Additionally, they should establish regular feedback mechanisms, such as weekly check-ins or performance reviews, to provide guidance and support for the new features editor’s professional growth.

12. Ongoing professional development opportunities: The HR department or a designated representative should inform the new hire about available professional development resources, such as workshops, conferences, or online courses. This will encourage continuous learning and help the features editor stay updated with industry best practices.

13. Introduction to company culture and social activities: The HR department or a designated representative should provide information about the company’s culture, values, and any social activities or events that promote team bonding and employee engagement. This will help the new hire feel integrated into the company’s culture and foster a sense of belonging.

14. Access to necessary resources and contacts: The IT department or a designated representative should ensure the new features editor has access to all necessary resources, such as databases, research tools, and relevant contacts within the industry. This will enable the new hire to perform their job effectively and efficiently.

15. Review of company policies and procedures: The HR department or a designated representative should provide a comprehensive review of company policies and procedures, including those related to time off, expense reimbursement, code of conduct, and any other relevant policies. This will ensure the new features editor understands and complies with the company’s guidelines.

16. Introduction to health and safety protocols: The HR department or a designated representative should provide training on health and safety protocols, emergency procedures, and any specific guidelines related to the work environment. This will help ensure the new hire’s well-being and compliance with safety regulations.

17. Setting up performance goals and objectives: The immediate supervisor or a designated representative should work with the new features editor to set clear performance goals and objectives, aligned with the company’s overall strategy. This will provide a roadmap for the new hire’s professional development and help them track their progress.

18. Introduction to company benefits and perks: The HR department or a designated representative should provide information about the company’s benefits package, including health insurance, retirement plans, vacation policies, and any additional perks or employee assistance programs. This will help the new features editor understand and take advantage of the available benefits.

19. Introduction to legal and compliance requirements: The HR department or a designated representative should provide training on legal and compliance requirements relevant to the features editor’s role, such as copyright laws, privacy regulations, and any industry-specific regulations. This will ensure the new hire understands their responsibilities and avoids any legal pitfalls.

20. Encouraging open communication and feedback: The immediate supervisor or a designated representative should emphasize the importance of open communication and feedback within the team and the company as a whole. This will create a supportive environment where the new features editor feels comfortable asking questions, seeking guidance, and providing input.

By completing these onboarding tasks, the new features editor will have a solid foundation to start their journey with the new company, understanding the company’s culture, expectations, and resources available to them

Setting Up Your Employee Onboarding Process

From reading through the items in the example Features Editor checklist above, you’ll now have an idea of how you can apply best practices to getting your new Features Editor up to speed and working well in your Media team. Scroll up to see the link to our onboarding templates & resources or get in touch to discuss getting help setting up your systems and processes in this area.