Toni Ross is the Senior Editor of Betterteam. Her interests include developing resources that help build and grow value-oriented, connected teams, both personal and professional.
Hiring new employees comes with some unavoidable paperwork. We’ve got the key information on what you’ll need to fill out, along with advice for getting it done correctly and information about optional forms you may need to consider.
Download a folder that contains all of the essential new hire forms for your business in PDF format.
Employee Information Form
Direct Deposit Form
Background Check Form
Although this isn’t a form in the traditional sense, having a signed offer letter should be part of your new hire checklist. It states that the employee has officially accepted the job, and understands what this entails.
The new hire process often starts with this essential form being filled out. Applications are often desirable even if you receive a resume because they are standardized and can be used to gather the same information from each applicant.
If you’ve taken care of all these forms, and the I-9 identification - you should be all set to hire. We hope this guide helped you find all the information you need about new hire forms in one convenient place.
The most common types of employment forms include:
The following are acceptable forms of identification for employment:
No, but employers should keep copies of the I-9 for at least 3 years or for 1 year after the employee has left the company, whichever date is later. If an employee's employment authorization expires, you will need to complete section 3 of the I-9 form before the employment authorization expiration date and using a verified form of identification.
Employees complete this form so that their paychecks are directly deposited to their respective bank accounts by the employers, instead of being given a physical check. Many employees prefer this method these days, and it can save the employer a lot of time and money versus printing and distributing physical checks.
This form is used by the EEOC for “a variety of purposes including enforcement, self-assessment by employers, and research.” Generally, you only need to use this form if you have more than 100 employees, or are a federal contractor and have more than 50 employees.
If a company is actively seeking to hire for affirmative action or is required to do so, it may invite applicants to voluntarily fill out a form identifying their gender, race/ethnicity, and veteran status. Companies performing federal contract work will likely need to ask employees to self-identify.
