Home » Blog » How to run successful induction for your new recruits?

Firstly, what is an induction?

It is the process through which a new recruit is introduced to the company and their new role. This includes not only meeting managers and colleagues, but also getting to know about the building and its layout, being trained in the use of phone and IT systems, and familiarisation with policies and procedures.

Depending on the size of your company, an initial induction could take a day or even less. However, in larger organisations it may be a more lengthy process, involving off-site or centrally-based training and perhaps a series of meetings and presentations from various parts of the organisation.

Beyond the initial introduction days, the induction programme should continue for months, so that the new employee can fully integrate into life in the company and settle into their role to become a valuable member of staff.

Plan the induction programme carefully, and consider incorporating the following areas:

Manager meeting

The new employee’s direct line manager should spend some time setting out their expectations, explaining what the role entails and the responsibilities they will have. Time should be set aside to meet to discuss specific objectives, assignments and priorities once the new employee has settled.

Meeting colleagues

You will want to introduce your new staff member to others in the company. Bear in mind it  can be overwhelming to meet too many people in the first few days and plan accordingly depending on the size of your organisation.

Building tour

A tour of your offices will help the new hire to familiarise themselves and feel comfortable. Have someone show them around and point out facilities such as the toilets, kitchen and first aid amenities. Vital health and safety guidance, such as where to find emergency exits and what to do in case of a fire should also be given as part of the induction.

Practical information and training

Assign a mentor to help the new employee by giving training on the phone and IT systems. Set up equipment and logins in advance os it is easy to share this information.  . Show the new colleague where to find the photocopier, printer and stationery provisions.

HR induction

You should collect any outstanding HR documentation, such as P45, proof of right to work in the UK, National Insurance number and banking details for payroll.

If you run an HR system, then show the employee how to sign in and use it, and sort out any staff passes and permits.

Socialisation

An important part of the induction programme is to assign a “buddy” to your new employee. They can help with any practical information about the company and ensure that the staff member is at ease finding their way around in their first few days. Simple things like accompanying them at lunch and giving more informal insights into the company can really help an employee to feel welcome.

Finding and recruiting staff is a lengthy and expensive process, so you want to be sure that you put in the effort to then make them feel welcome and to train and induct them effectively.

This process is vital in giving your new employee a feel for the company and its culture. A formal programme can help them to get to know their colleagues and appreciate what the company stands for in terms of its brand and values. If you give them the knowledge and support they need, their first experience working for you will be positive and that will motivate and enthuse them in their new role.

Please contact us for more assistance or questions on 01483 697 076

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