The induction of a new employee is an extremely important part of the recruitment process; it is your chance to help the employee become settled in your business and their role as quickly and easily as possible. Aspire Cambridge are here to provide some important pointers for you to take on board.
The sooner your new employee feels settled and at ease in your business the sooner you’ll be able to achieve maximum working efficiency and productivity from them. However, the induction process should not be just one day and will run over a few weeks or even months as you continue to touch base with the new employee.
When planning the induction for a new employee make sure you consider sending the new employee an induction plan before they start so they know what to expect in their first week with you. Also think about what the employee needs to know to feel comfortable and confident in their role, what impression you want to give them and the policies and procedures the employee needs to be familiar with straight away.
Don’t Overload the New Employee
As an employer or manager you need to prioritise what the employee needs to know on their first day and what can wait until later in their employment; for example on their first day they will need to meet the team, know where the fire exits are, the toilets, where they can take breaks and some essential work procedures and policies – but things like a part of their role that they may come across in the next few months can wait. You don’t want to overload the new employee in their first few days.
Explain the Relevance of Their Role
When talking to the new employee about their role explain how their role fits into the business plan or business objectives so they understand the relevance of their position within the company, helping them feel like part of the team from the beginning.
Meet the Team
Introduce other people to the new employee on their first day and in their first few weeks, involve other people within the business in the induction process so the new employee gets to meet new people and starts to build relationships with others to help them do their job more effectively. You could consider an office lunch for the team to make the new employee feel more welcome and at home.
It is recommended that you create an induction policy that will act as a reminder to the manager when inducting new employees into the business. This induction policy should provide detailed actions that are required by the employer and employee during the first few days and weeks of the new employee joining the business.
It is recommended that the employee is given the staff handbook to take away so they can read it in their own time, you can then go over the more relevant procedures with them when they have been with the business for a short time.
It is a good idea to create an induction completion form that is kept by the manager; this is a list of things the new employee needs to be told about and given; when each task is completed both the manager and the candidate date and sign to confirm this task has been understood and completed. This induction checklist can also include regular meetings further to their first day to check the new employee is settled and to answer any queries or concerns. A copy of this checklist should be kept in the employees personnel file.
Headquartered in Cambridge with regional presence in Kettering and Milton Keynes, Aspire Cambridge provide cost effective Recruitment and HR solutions to an impressive portfolio of customers spanning the UK and Europe. Working with a diverse collection of industries from start-ups to blue chip companies covering a vast range of sectors. Aspire Cambridge has an unrivalled knowledge of the jobs marketplace so it’s no wonder that they hold an impressive track record of exceeding client and candidate expectations.
How do they do it? By “Placing People First”.
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