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Employee Induction – the why and how
Written by: Lisette HowlettArticle Overview: We offer some helpful and practical advice on how to best work through this process. Once you’ve made your recruitment decision and chosen your new employees their induction is vital for both you as the employer and them as the new worker.
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Employee Induction – the why and how
It may not be your role following interviews, however
inductions for new recruits are important for a number of reasons so
once you have recruited your new person, or persons, then sign them
over to whomever they will report to.
If you do, however, have to carry out inductions for new recruits we put this article together which we hope will assist you with the basics.
Why Inductions?
When a new employee starts at your company, it will benefit both you and the recruit to show them around and make them aware of anything that will affect their job - departments they will work closely with, or company policies and processes - they all matter.Induction can help settle foundations and, if nothing else is essential for health and safety reasons - knowing where you work and any dangers surrounding your environment is imperative in any situation.
You may decide to carry out the induction over a day or a few weeks, the length of time is important when you consider the role they will play along with company procedures.Induction actually helps to integrate that person into your company, instead of picking up bad habits from existing colleagues.
The induction also guides that person into the company and helps them to realise the important of their responsibilities so that they can help to realise just a little of their potential within your group, team or department.
What Information Should I Provide?
A good start may be to sit down together and describe the office, the company and the employees there.This might be a good time to give the new recruit a tour of the site whilst describing what each department might do and how that is important for the company and it's running/turnover/profits etc
It's also good practice to have prepared an outline of procedures that company staff members work to.You may already have this in the professional contract which should be presented at this time, however the employee terms and conditions should be made available prior to the employee start date.
Is there any optional or mandatory training the company offers?Or perhaps you need to let them know where the toilets and kitchen are - the choice is yours, but this is the best time to make the new recruit feel welcomed as well as introducing them to the company and it's procedures.
Finally, ensure that everything covered in the induction can be viewed, read or questioned again.If there is a form to sign after reading lengthy procedures manuals, said manual should be available to read through when needed.Involve all the people that you feel are essential in the induction of a new recruit and help the new employee feel comfortable and more at ease within this new environment.
Related ArticlesIf you do, however, have to carry out inductions for new recruits we put this article together which we hope will assist you with the basics.
Why Inductions?
When a new employee starts at your company, it will benefit both you and the recruit to show them around and make them aware of anything that will affect their job - departments they will work closely with, or company policies and processes - they all matter.Induction can help settle foundations and, if nothing else is essential for health and safety reasons - knowing where you work and any dangers surrounding your environment is imperative in any situation.
You may decide to carry out the induction over a day or a few weeks, the length of time is important when you consider the role they will play along with company procedures.Induction actually helps to integrate that person into your company, instead of picking up bad habits from existing colleagues.
The induction also guides that person into the company and helps them to realise the important of their responsibilities so that they can help to realise just a little of their potential within your group, team or department.
What Information Should I Provide?
A good start may be to sit down together and describe the office, the company and the employees there.This might be a good time to give the new recruit a tour of the site whilst describing what each department might do and how that is important for the company and it's running/turnover/profits etc
It's also good practice to have prepared an outline of procedures that company staff members work to.You may already have this in the professional contract which should be presented at this time, however the employee terms and conditions should be made available prior to the employee start date.
Is there any optional or mandatory training the company offers?Or perhaps you need to let them know where the toilets and kitchen are - the choice is yours, but this is the best time to make the new recruit feel welcomed as well as introducing them to the company and it's procedures.
Finally, ensure that everything covered in the induction can be viewed, read or questioned again.If there is a form to sign after reading lengthy procedures manuals, said manual should be available to read through when needed.Involve all the people that you feel are essential in the induction of a new recruit and help the new employee feel comfortable and more at ease within this new environment.
The Power of Positive New Employee Inductions
Company Induction Program
7 Reasons for Failed Employee Probations
Best Practices in Labour Management
Who comes first in your business?
Article Tags: bad habits, colleagues, company policies, company staff members, foundations, good time, group team, health and safety, induction, inductions, job, length of time, nbsp, new recruit, new recruits, profe, profits, safety reasons, turnover
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About the Author: Lisette Howlett RSS for Lisette's articles - Visit Lisette's website  Click here to visit Lisette's website   InHouse Training Getting to 99 attendance Interviewing Techniques Finding your New Recruit Overcoming Barriers to Creative Thinking Employee References essential guidance Career Search Ask yourself What Can I Offer |
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I am new to the forum and I recently started my own Human Capital (HR) consulting firm called HRPreneur Inc. HRP focuses on making human capital a strategic differentiator for SME's.
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HRP is a Human Capital consulting firm with 30 years of experience that becomes an extension of your company by providing a full array of services to help you create a highly engaged workforce focused on achieving strategic results in order to build a long lasting great company!
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HRP provides small and medium sized businesses a Strategic HR Business Partner to increase employee engagement, resulting in cost savings, increased productivity and results at an affordable rate!
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