Skip to main content

New to TCU (N2TCU)

Main Content

Welcome New Horned Frogs! At TCU, the onboarding process begins during recruitment and continues through your first year of employment.

Employee answering the phone in her office cube

What is onboarding?

Successful onboarding is a partnership between your hiring manager, business unit/department, and TCU Human Resources. It’s the process of:

  • Welcoming each of our new employees to the university and their unit
  • Helping you understand your job expectations and how your position aligns with the TCU mission
  • Equipping you with the tools, resources, and relationships you need to succeed in your new role
  • Aligning expectations, work, and evaluation strategy between new employees and supervising managers to ensure long-term success

Why is onboarding important?

We’re here to build the TCU team. Onboarding helps create a strong sense of belonging and engagement from the very start of your time here. 

  • Helps new employees fully contribute more quickly.
  • Improves overall job satisfaction.
  • Builds a more cohesive team and raises team productivity.
  • Helps increase new employee retention.
  • Reduces high turnover costs.

What’s a supervisor’s role in onboarding?

TCU’s managers and leaders are critical for the onboarding experience and success of new employees. It’s important to remember that you are their first point of contact beyond HR’s recruiting team. What you do and how you do it sets the tone and creates a strong first impression; from showing up for their first lunch to preparing their workspace in advance. 

Your new employee will be looking to you for guidance regarding when to attend orientation, first priorities, the associates they need to meet with and more. Everyone you hire provides a unique opportunity to make a difference at TCU.

  • You should prepare and plan to onboard for the first 90 days of your new hire’s TCU experience.
  • Bring your new employee up to speed on the policies, processes, culture, key relationships, expectations, and day-to-day responsibilities of your department/unit.
  • Make new employees feel welcomed and engaged; confirm why they wanted to be a part of TCU.