Inducting new employees - checklist


Inducting new employees - checklistOur step-by step guide to inducting new employees into your business, providing everything they need and helping them feel settled.

  • Review the new recruit’s job description, CV and interview notes; identify key training needs.
  • Prioritise: break down the induction plan into immediate essentials, basics to get the employee started on useful work, and further development.
  • Set an induction timetable, typically spread over the first month.
  • Inform team members of the new recruit’s start date and role, and resolve any potential conflicts.
  • Appoint a mentor to provide informal support. Consider what part other team members may have in the induction process (eg explaining particular activities).
  • Prepare a workspace and organise essential equipment - for example, a desk, telephone, computer and basic stationery.
  • Set up the employee’s computer, passwords, telephone and email; show the recruit how your communication systems work.
  • Introduce the new recruit to the rest of the team.
  • Show the recruit basic facilities (eg toilets, coffee machine). Provide a company handbook detailing any other information which will help the employee settle in; explain fire and health and safety procedures.
  • Provide background information on the business, including products, services, key customers, business culture and strategic objectives.
  • Provide basic personnel information (eg pay, holiday arrangements).
  • Clarify the recruit’s role and key objectives, and the standards you expect.
  • Communicate policies and procedures; make them all available, but focus initial training efforts on the most urgent and important (eg safety).
  • Use a mix of training methods. Focus on hands-on activities, or at least observation of activities, rather than just providing instruction manuals.
  • Involve the recruit in real work (with appropriate supervision) as soon as possible; identify opportunities for early successes.
  • Confirm understanding at every stage, particularly for written information.
  • Hold frequent informal progress reviews - perhaps on a daily basis for the first week, then weekly for a month; encourage discussion.
  • Modify your plans in the light of the recruit’s progress and feedback.