I can relax - I've hired a new staff member so they can get on with it, right?
Yes - after you've done the below!
Set 3-5 probation objectives. Clarify what you expect them to achieve during your company's probation period, so they can focus on the priorities. Make sure at least one objective is about HOW they work (eg collaborative style, taking responsibility to solve problems).
Offer them 2 or 3 coaching sessions, either with your HR department or an external coach. Being offered coaching at the start of a new role fired me up and helped me make an impact from the start.
Assign a buddy. Bearing in mind the above objectives, pick someone at their level and with the right attitude. Ask the buddy to be welcoming, take them for coffee/lunch, and give them tips about how to navigate the organisation.
Give them a list of the people they need to meet. Put appointments in the diary for them to meet senior staff (the CEO, your boss) and understand their priorities and challenges.
Schedule probation check-ins after a week, a month, halfway through and on the last day of probation. Gather feedback from others. Raise niggles as soon as you get a feeling about them, at which point consider extending the probation period. If all goes well, celebrate by handing them their confirmation letter ahead of time.
These steps will help your new hire perform well, feel fulfilled and think you are a great manager!
Now you really can relax.