Like this article? PLEASE +1 it! Evan Signature
Evan Carmichael Top Header
Share for a Cause









Employee Induction – the why and how

Written by: Lisette Howlett

Article 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.

Free Download - Tackling Barriers to change By Lisette Howlett
Name: Email:

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 Articles
  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?

Home > Human-Resources > Lisette Howlett > Employee Induction the why and how
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

About the Author: Lisette Howlett
RSS for Lisette's articles - Visit Lisette's website

Lisette Howlett has a unique range and breadth in HR and a track record of achievement spanning 15 years with global Human Resources in blue chip companies and 5 years in local government and the public sector. This includes extensive global HR project and content leadership and internal/external HR consulting covering UK, U.S., Switzerland, Europe, and Asia. Additionally Lisette is founder of HireScores.com a website which provides independent information and real life feedback on all aspects of recruitment – serving the needs of candidates, recruiters and hiring companies. She writes and presents on HR matters with particular emphasis on recruitment, recruitment effectiveness, integrated talent management, the people and organisation side of M&A, the role of HR, strategic HR and global HR.

Click here to visit Lisette's website
Dashed Line

More from Lisette Howlett
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


Related Forum Posts
Post subject: It's Not Personal, just business Post subject: It's Not Personal, just business - I so agree! Actually, the business world as we know it IS in trouble. I heard some stats last week that they expect by the time 2050 that 70% of workers will be freelancers. Employee/Executive Bullying won't be able to stand it when it could be easier for someone to simply contract with the nicer guy (or gal). I, for one, will be choosing the nicer ones!
2 Forums Updates 2 Forums Updates - Many of you have been writing in suggesting that on my website and in my newsletter we include the link to the actual forum post and not just the name of the post and a link to the Forums home page. Well, after looking into it I'm pleased to announce that this feature is now available. Thank you everyone for the suggestions! We've also added names for members based on how much they post. Level one is Newbie, Level 2 is Intern, Level 3 is Employee and so on... There are 10 levels in total. I'm looking forward to seeing how everyone does! Keep the suggestions coming - they are great!
Re: Finding AND Keeping Good People Re: Finding AND Keeping Good People - Employee retention or as you mention “Keeping the Good People” is one of the biggest challenges for any growing business. It takes a huge effort from the entrepreneur’s end. I can come up with the following when it comes to KEEPing the good people- 1. Motivation of the employees 2. Recognition of the needs of the employees 3. Activities to make the employees feel valuable towards the organization 4. Make benefits more accessible 5. Offer profit sharing incentives 6. Create clear career paths at the company 7. Consider telecommuting, job sharing and other flexible working arrangements 8. Incentives are essential and they don't have to be huge 9. Have other managers praise an employee's work 10. Be sensitive to the balance between work and private life
HRPreneur HRPreneur - Hi everyone, 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. Below is a summary about HRP; Who We Are: 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! Mission: 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! Vision: To inspire and warrant SME's reach their full competency! Cost Effectiveness: We provide over 30 years of experience at a fraction of the cost at a strategic executive HR business level You will save between 50% to 60% in costs per year on salary, bonus, benefits, training, office space alone We will provide you additional cost efficiencies through our services Services: • Strategic Human Resources Planning • Organizational Redesign • Change Management • Organizational Culture Development • Employee Engagement Programs • Leadership Assessment and Development • Compensation Design • Talent Acquisition • Assimilation and On-Boarding • Performance Management • Talent Management & Succession Planning • Human Resources Due Diligence • Human Resources Audit • Full Service HR Outsourcing


Share this article with your friends. Fund someone's dream.

Leave a comment below or share on the left and you'll help support entrepreneurs in Africa through our partnership with Kiva. Over $50,000 raised and counting - Please keep sharing! Learn more.



Featured Article


Bottom Footer
Share for a Cause












Newsletter

Get advice & tips from famous business
owners, new articles by entrepreneur
experts, my latest website updates, &
special sneak peaks at what's to come!
Name:
Email:
Popular Articles

Improve E-mail: Avoid the Quicksand

Sales Courage and Resilience

Suggestions

Email us your ideas on how to make our
website more valuable! Thank you Sharon
from Toronto Salsa Lessons / Classes for
your suggestions to make the newsletter
look like the website and profile younger
entrepreneurs like Jennifer Lopez.