Creating New Employee Induction Process
By now, you will have selected your preferred candidate to fill the role. The next, very important step, and often overlooked by companies, is the induction process. This is your chance to create the best first impression for your new team member. If your new employee turns up for their first day, eager to learn, and nothing has been prepared in advance, this could be very disengaging, which you really don’t want at the beginning of your new working relationship.
A formal induction process is very important. You should have a checklist prepared of everything that needs to be covered during the first few weeks of employment so that your new employee feels welcome and they feel that soon they will be able to make a great contribution to your business. Your staff are your greatest resource so you need to be sure to get it right from the off.
Induction checklists can be easily sourced online but can vary greatly. Your induction checklist should include the following:
Start the process by informing your new employee of everything you shall be covering within their induction. It might be useful to show them the checklist and have dates/times assigned for certain parts of the induction so they can get a feel for how the process will develop.
As part of this stage, also retain from them the information they should have brought along with them, National Insurance details, proof of identity and address. P45 etc.
Introduce them to their new co-workers, their line manager and team. It would be advantageous to assign them a ‘buddy’, someone who they can shadow, and work closely with during the first couple of weeks. This will also mean they won’t feel lonely, and be left alone at break times etc. Don’t overload them with information to start with, it would be useful to set up meetings with various departments and team members over the first couple of weeks, we all know how difficult it is to retain names when you’re given one after the other! The most important introductions will be to their line manager and their ‘buddy’, these should be done on day one.
Premises/Health and Safety
Another important step on day one is a tour of the building/site. They should know where the facilities are, fire escapes, break rooms, etc. It is essential that your new employee is clear on what to do in the event of a fire, accident or any other emergency.
They should also be aware of any health and safety information. This is a legal requirement and should always be covered on day one. Any health and safety precautions pertaining to their role should always be part of the induction process. They should be notified of any training they will need to do to carry out their job in a safe manner and should also be advised of any Personal Protective Equipment (PPE) that they will be issued with to carry out their role.
Conditions of Work/Policies
Important information like start and end times, holiday entitlement, lunch breaks, dress code should also form part of the induction process. No doubt your business will have various policies, Web/Email/Social Media Policy, Drugs and Alcohol Policy, Inclusion Policy to name but a few. Time should be given to each new employee to familiarise themselves with these policies.
It is essential that over the first couple of weeks, the new employee is familiarised with all the systems they will need to use to perform their role. Any extra training should be booked and undertaken asap if there are knowledge gaps. You don’t want your new team member to feel uncertain that they are able to do the job as this will lead to a low team morale. You want your new employee to feel confident from the outset.
The induction process is your opportunity to incite enthusiasm from the beginning of your team member’s journey with you. It will also ensure that you have a well-informed and efficient employee. In essence, a poor, or non-existent induction process can have a lasting impact on your staff. It will impact on staff retention, which in turn can impact on the brand of your business so it is essential that you take time to create a useful and robust induction process so that everyone gets off on the right foot.
For more information on recruitment and retention go to How to effectively recruit an employee