How to induct new employees
- 1 Review the new recruit's job description, curriculum vitae and interview notes; identify key training needs.
- 2 Prioritise: break down the induction plan into immediate essentials, basics to get the employee started on useful work, and further development.
- 3 Set an induction timetable, typically spread over the first month.
- 4 Inform team members of the new recruit's start date and role; resolve any potential conflicts.
- 5 Appoint a mentor to provide informal handholding; consider what roles other team members may have to play in the induction (eg explaining particular activities).
- 6 Clear a space and organise essential equipment: for example, a desk, telephone, computer and basic stationery.
- 7 Introduce the new recruit to the rest of the team.
- 8 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.
- 9 Provide background information on the business, including products, services, key customers, business culture and strategic objectives.
- 10 Provide basic personnel information (eg pay, holiday arrangements).
- 11 Clarify the recruit's role and key objectives and the standards you expect.
- 12 Communicate policies and procedures; make them all available, but focus initial training efforts on the most urgent and important (eg safety).
- 13 Use a mix of training methods; focus on hands-on activities, or at least observation of activities, rather than just providing instruction manuals.
- 14 Involve the recruit in real work (with appropriate supervision) as soon as possible; identify opportunities for early successes.
- 15 Confirm understanding at every stage, particularly for written information.
- 16 Hold frequent informal progress reviews - perhaps on a daily basis for the first week, then weekly for a month; encourage discussion of problems.
- 17 Modify your plans in the light of the recruit's progress and comments.
- make the recruit feel welcome from the start
- prioritise training which will make the employee useful
- involve the recruit in productive activities as soon as possible
- give the recruit opportunities to succeed
- check understanding of new information
- discuss progress and problems frequently, and modify plans accordingly
- make assumptions about the recruit's knowledge, skills and attitude
- overload the recruit with too much at once
- rely on large quantities of written training information
- expect the recruit to perform without adequate induction