Hiring Decision
Ensure the decision and the approved position are clearly defined. Distinguish between the hiring status and the confirmation of the start date.
New Hire Administration Application
Prepare new hire records using the successful candidate's confirmed role, work location, and start date. Share complete information with HR and the reporting manager so the team can prepare for the employee's first day.
Preparing New Employee Data After the Hiring Decision
A hiring decision still needs to be followed by a check of the details HR will use. Confirm the employee's role, work location, manager, and start date before preparing the records. This helps departments work from the same information and reduces repeated data entry.
Required Employee Information
Review candidate information relevant to employee administration. Complete the required data in line with company processes.
Placement and Supervisor
Confirm the role, department, work location, and reporting manager. These details help the teams responsible for welcoming the employee coordinate their preparations.
Start Date
Use the date confirmed with the relevant parties. Any schedule changes must be communicated to HR and the department.
Forward Hiring Information to the Team Preparing for Day One
A candidate has been hired for a specific branch, but the start date has changed. The recruitment team must notify HR and the supervisor so that administrative preparations align with the updated schedule. The finalized data then serves as the basis for the onboarding process.
Confirm the Decision
Verify the agreed position, location, and date.
Prepare Employee Administration
Discuss data transfer or entry requirements within the application with our team.
Proceed to Onboarding
Coordinate first day preparations with HR, the supervisor, and relevant departments.
Prepare New Hire Records Before the First Day
Once a candidate accepts an offer, HR needs confirmed information to prepare the employee's records. The role, department, location, reporting manager, and start date guide the teams arranging equipment and other work requirements. Confirm these details before sharing them so every department uses the same information. This also reduces requests for documents or decisions already available from recruitment.
Details provided during an application may differ from the final hiring agreement. A candidate might apply to one branch but agree to work at another. The role or start date may also change during selection. Recruitment should therefore hand over the agreed details and supporting documents to HR. HR can check that the records are complete before using them for employee administration, helping reduce entry errors and repeated requests for confirmation.
Initial requirements can vary by role and location. A branch employee may need arrangements with a local manager, while a head office employee follows preparations coordinated centrally. Once the assignment is confirmed, the relevant teams can arrange equipment, application access, and orientation. During the demo, use a typical hiring example to discuss the information handover and required configuration. Our team can help identify which steps the application can support.
Keep the Teams Preparing for the Employee Informed
If the start date or work location changes, notify HR, the reporting manager, and everyone arranging work requirements. New hire administration focuses on complete and accurate hiring records. Onboarding builds on this with team introductions, role guidance, and initial work activities. Coordinating both helps the employee receive consistent information before the first day.
Before the employee starts, check the final role, location, manager, and joining date. Assign responsibility for completing any missing information and communicating changes. Clear responsibilities help HR follow up without leaving unresolved details until the first day. This makes preparations easier to coordinate and reduces last minute work for the team welcoming the employee.
You can discuss your recruitment needs with the Sigma Solusi Informatika team. Sigma HRIS is available for on premises and private cloud deployment, while Forte HRIS is cloud based. The choice depends on your company's workflows and IT policies. Please prepare examples of positions or selection processes for the demo so the discussion aligns with your HR needs. Our team assists with implementation and provides ongoing support after the application is in use.
Choose Sigma HRIS or Forte HRIS to Match Your Business
Both products serve small businesses through large enterprises. Their main distinction is how you deploy and manage the system. We help you choose based on operational needs and IT policies.
Choose Sigma HRIS for on premises deployment on your own servers or in a private cloud. Our team helps configure the application around your HR processes and IT policies.
Learn More
Choose Forte HRIS for a cloud based application. We help select modules, prepare records and guide users according to your HR requirements.
Learn MoreSigma HRIS and Forte HRIS are continuously updated to reflect user needs, including ESS, mobile applications and AI powered capabilities. Explore them in a demonstration using examples from your business.
Compare the ProductsHRIS Implementation Guidance and Application Support
Sigma Solusi Informatika has developed HR and payroll systems for more than 10 years. Drawing on this experience, our team can map your business processes in just a few hours.
Data Preparation and Application Setup
Start with the records and workflows you already use. We help prepare and migrate data and configure the application to fit your processes from the outset.
Application Support After Implementation
Our support team and project manager remain available after launch. We answer questions and help resolve issues so HR can keep work moving.
New Hire Administration FAQs
What is the difference between new employee administration and onboarding?
New employee administration involves preparing data after a candidate is hired. Onboarding follows up with team introductions, role explanations, and the preparation of initial work requirements.
Must all applicant data be converted into employee data?
Select the relevant information for personnel administration. The types of data and their usage depend on company needs and policies.
What should be discussed during the demo?
Bring an example of your hiring process, the information HR needs, and the responsibilities of the recruitment and onboarding teams.
What data needs to be confirmed before the first day?
Verify identity, start date, position, placement, and supervisor based on the approved hiring decision.
What happens if the start date changes?
Confirm the change with HR, the supervisor, and the parties handling administration to ensure preparations align with the updated schedule.
Why does the employee ID number need to be checked?
Consistent identification helps link new administrative records with subsequent HR processes and prevents duplicate entries.
Discuss Your New Hire Administration Needs
Tell us which tasks you want to simplify and the challenges your team faces. We are ready to demonstrate how the application works, assist with setup, and provide guidance on its use.