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New Employee Induction

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Article • 12 min read

Successful Inductions

Integrating new starters effectively.

By the Mind Tools Content Team

Anya was so excited when she started her new job three weeks ago – it's her dream role! But now she's questioning whether it was a good career move after all.

On her first day, her computer hadn't arrived, her chair was broken, and her manager – Sonni – was out of the office. She's barely spoken to him since and is still waiting for her job description. And, when she asks her new colleagues a question, they're often too busy to help. As a result, she feels like a burden and is becoming increasingly isolated, demotivated and unhappy.

Similarly, Sonni is unimpressed. He's away on business often, so he trusts that his team has shown Anya the ropes. So why hasn't she made more of an impact? She was such a bright, capable candidate at interview – a real go-getter – but she's like a different person: confused and withdrawn. After a costly recruitment campaign, he feels somewhat cheated.

This scenario can easily happen if a company doesn't have a proper process in place for new starters. This article explains what an employee induction program is and why it's so important, and shows you how to implement one successfully.

What Is an Employee Induction?

The Society for Human Resource Management describes an employee induction as the process "through which new employees learn and adapt to the norms and expectations of the organization to quickly reach maximum productivity." Some people also use the term "onboarding" to include the time between offering someone a job and their first day.

During an induction, an employee will learn about their new organization's mission and vision , as well as the company's history, culture and values. An induction will teach them the technical skills they need, and provide them with valuable information such as "who's who" in the business.

What Makes an Induction Program Successful?

Effective inductions are timely, organized and engaging, and give a good first impression of a company. If done well, the induction process will allow a new starter to lay the foundations for important relationships within their team and across the wider organization, and give them the best possible start in the organization.

Conversely, a poor induction program is either too full-on or not thought through properly. The most frequent complaints new starters make is that they're overwhelmed, bored, or left to "sink or swim." This can leave them feeling confused and make them less productive. If a new starter becomes disengaged, it may be very difficult to re-engage them and there's a risk they'll start looking elsewhere.

Why Inductions Matter

The recruitment process can be time consuming and costly, so you want new joiners to contribute to the business as soon as possible. In fast-growth businesses, this can critically affect whether the business meets its potential or not.

An effective induction program – or the lack of one – can make the difference between a new employee successfully integrating and leaving very quickly. Research shows that this can affect engagement, staff turnover and absenteeism levels, and the employer brand. [1]

When a candidate accepts a job, they may have to work several weeks' notice in their current role. So it's important that you, as their prospective manager, maintain contact and keep them engaged during this time. If you fail to do so, they could lose interest, change their mind, or – worse still – go to a competitor. The Pre-Start Day checklist, below, will give you some ideas about how you can keep in touch.

Inductions aren't just for new starters. Existing team members who have changed roles or are returning to work can also benefit from them.

A Best-Practice Guide to Successful Inductions

Don't leave your induction process to chance. Follow these steps, so that your new starter hits the ground running!

There are several important questions to ask when you are designing an induction program. These include:

• How experienced is your new hire? It's important to tailor your approach depending on who you're inducting, so that the program is fit for purpose.
• How formal do you want it to be? You may not need a rigid structure if your company is small, but it might be more efficient to run group sessions, for example, in a larger organization.
• What first impression do you want to give?
• What do new starters need to know about the work environment?
• What policies and procedures should you show them?
• How can you introduce new joiners to co-workers without overwhelming and intimidating them?
• What do you need to provide them with (desk, work area, equipment, special instructions, and so on) so that they're ready to go from day one?
• How can you make sure that the right people are available, so new team members feel informed and valued?
• Where is your new starter based and what are their hours? If they work remotely or have different shift patterns to you, you'll want to coordinate schedules, at least for the first few days.

Ask for feedback from recent hires about their inductions, and integrate any useful suggestions into future programs.

Create a Checklist

Now it's time to create an induction checklist, so that you're fully prepared for your new starter's first day. Divide tasks into pre-start date, day one, end of the first week, month one, and beyond. Here are some considerations for each stage.

Download our induction template checklist here .

While a checklist is helpful, don't let the induction become just a tick-box exercise. Both you and your new starter should take responsibility for making sure that all items are thoroughly covered.

Pre-Start Day

• Send your new joiner useful information (such as e-newsletters, corporate videos, or a welcome pack), so that they can familiarize themselves with the company at leisure.
• Ask him to complete a Training Needs Analysis document. This will highlight any skills gaps, so that you can incorporate appropriate training into his schedule. You'll get him working more productively by planning this now.
• Consider inviting them to meet the team informally, such as at a social event.
• Prepare their workstation, so that they have the equipment they need.
• Tell co-workers the start date, and encourage them to say "hello" on the first day.
• Schedule their one-on-ones with key team members.
• Assign them a mentor or "buddy" to show them around, make introductions, and help with any day-to-day questions.
• Check that they're ready to start by sending a friendly email just before they're first day.
• Send a company-wide "welcome" email, copying in your new recruit.
• Do a "walk-around" the office, and introduce them to key team members. Limit numbers, if you think it might become overwhelming.
• Print off a seating plan, site map and organization chart, so that they can see important information at a glance.
• Cover essential admin, such as forms, computer access, email signature templates, ID cards, health and safety information, parking, security passes, and office supplies. Don't do it all at once, though. Intersperse housekeeping activities with other parts of the induction.
• Give them an overview of the company (including mission, vision, values, and corporate culture), the department and the team. Explain how their role fits in.
• Run through their job description and person specification, so that they understand their tasks and responsibilities.

Start with the basics but don't cram everything into a one-hour session. People become productive sooner if they understand the fundamentals of their jobs first. Focus on the why, when, where, and how of the position before you hand over any assignments or projects.

• Discuss the skills gaps identified by the Training Needs Analysis, and the available learning and development options.
• Provide details (phone numbers, email and Skype addresses) of all of their key contacts, including the number of the IT helpdesk!
• Direct them to view online staff bios, so that they can familiarize themselves with the wider team.
• Give them a copy of your induction checklist. This will help to reduce their anxiety about any "unknown unknowns."

Incorporate an ice breaker exercise into the start of your new recruit's first team meeting, to ease them into the team.

End of Week One

• Continue filling in the gaps. Introduce your new starter to anyone who wasn't available during their first few days.
• Discuss their role in more detail and start them off on some tasks. This will help them to put what they've learned into practice.
• Agree objectives and timescales for them to work toward during their probation period, and explain how performance will be assessed.
• Make sure that they fully understand work practices, policies and appropriate behavior.
• Be available (either in person or over the phone) to answer any questions that they have.

During the First Month

• Meet regularly to check that your new team member is settling in and has everything they need.
• By now, you'll know whether they require any further on-the-job or formal training , or could benefit from some coaching . Make sure that you organize this quickly, so that they're able to contribute fully as soon as possible.
• Give them regular, ongoing feedback on how they are performing. Provide practical advice and arrange job shadowing or mentoring , if appropriate.
• Take the opportunity to listen actively to any thoughts they have about you, the induction program, and the company in general. You can use this to improve the process next time around.

Beyond the First Month

The induction process doesn't simply end after the new starter's first day, week or even month. It's your responsibility as a manager to engage new recruits , make sure they grow into their roles, and, ultimately, pass their probationary period. Successful employee induction is an ongoing process!

A successful induction is inspiring, organized and fit for purpose. You can tell how effective it is by how well a person adjusts and acclimates to the company.

Get your new starter quickly up to speed by creating an induction checklist. Divide tasks into what to do pre-start date, then on the first day, week and month – and beyond. Treat the program as ongoing, and review it regularly by gathering people's feedback.

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[1] Taylor, S. (2010). 'Resourcing and Talent Management,' London: Chartered Institute of Personnel and Development.

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Phil Howard-Brand

Great article, but could the link to the induction checklist be updated please as it directs to a completely different document

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9 Expert Tips for Successful Employee Induction: A Comprehensive Guide

As you know, employee induction is a critical component of any organization’s success. According to a study, companies with a comprehensive orientation program experience a 54% greater new hire productivity rate, 50% greater new hire retention rate, and 45% greater employee engagement rate.

Effective employee induction is essential for setting the tone for the new employee’s work experience and ensuring they feel valued and supported from the beginning. It is acclimating new hires to their role, the company culture, and the work environment. It involves various activities to help the new employee transition smoothly into their new role.

This comprehensive guide will provide you with nine tips for successful employee onboarding . By implementing these strategies, you can ensure that your organization has a successful induction program that prepares new hires for long-term success.

Table of Contents

How to Be Successful in Employee Induction: A Step-by-step Approach

Step 1: Preparing for Employee Induction

Preparing well in advance is crucial to ensure a successful employee orientation process. This involves setting clear goals and objectives for the induction program, developing a comprehensive induction plan, and assigning roles and responsibilities to the appropriate staff members.

Setting goals and objectives for the induction program will help you to determine what success looks like for your organization. You can begin by considering the outcomes you want from the induction process, such as employee retention , job satisfaction, and productivity. By identifying these outcomes, you can tailor your induction program to meet your organization’s and new hires’ needs.

Developing a comprehensive induction plan is also critical in preparing for employee induction. This involves mapping the induction process, including pre-induction communication, onboarding day activities, training and development opportunities, performance management, and more. Having a clear plan, you can ensure that the induction process is consistent, efficient, and effective.

Assigning roles and responsibilities is essential in preparing for employee induction. You’ll want to identify who will be responsible for each aspect of the induction process, such as HR staff, department managers, and team leaders.

This guarantees everyone knows their role in the process and can work together to create a seamless experience for new hires. By preparing in advance, you can ensure your employee induction program is successful and set new hires up for long-term success.

Step 2: Pre-Induction Communication

Pre-induction communication is an essential step in ensuring a successful employee induction process. It involves communicating with new employees before their first day to provide necessary information and resources and create a welcoming and inclusive environment.

Effective pre-induction communication helps to set expectations, alleviate anxiety, and build excitement for new hires before they start their new job. This can include a welcome letter or an email outlining what they can expect on their first day, what they must bring, and any other important information they should know.

It’s also essential to provide necessary information and resources to new employees before their first day. This may include information on company culture, policies and procedures, benefits, and any required training. Providing this information in advance helps new hires to feel prepared and confident when they arrive for their first day.

Creating a welcoming and inclusive environment through pre-induction communication is also crucial for setting the tone for the employee’s experience with the organization. This can include introducing new hires to their team members, providing information on the company’s diversity and inclusion policies, and ensuring they feel valued and supported.

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Step 3: Onboarding Day

Onboarding day is critical to employee induction, providing new hires with their first formal introduction to the organization. The following are some essential components of a successful onboarding day:

Creating a positive first impression is crucial for helping new employees feel comfortable and valued. This can include providing a warm welcome, showing them around the office, and ensuring they have everything they need to start.

Providing an overview of the company culture and values is also essential for setting expectations and helping new employees understand what is expected of them. This can include discussing the company’s mission statement, vision, and values and highlighting critical aspects of the organization’s culture.

Reviewing job duties and responsibilities is a critical component of onboarding day, as it helps new employees understand what is expected of them in their role. This can include discussing their job description, performance expectations, and any specific responsibilities they will have.

Introducing key staff and personnel is also crucial for helping new employees feel connected to the organization. This can include introducing them to their team members and other key staff and personnel they will be working with regularly.

Step 4: Training and Development

Inductees come from different backgrounds and have varying levels of experience and knowledge. Training and development opportunities can help bridge these gaps and ensure employees feel supported.

Identifying L&D Requirements

Assessing employees’ knowledge and skills and the requirements of their role can help identify areas where further training is needed. This could include training on specific software or systems, customer service skills, or leadership development.

Providing Access to Resources

Providing access to various training and development resources, such as online corporate learning platforms , workshops, and mentorship programs, is crucial. Offering materials tailored to the individual’s role and learning style can help ensure they receive the support they need.

Encouraging Ongoing Learning

Creating a continuous learning and development culture can help employees grow and develop in their roles. Encouraging employees to take ownership of their learning and development can also help to improve engagement and retention.

Step 5: Performance Management

Effective performance management ensures that employees meet their role’s expectations and continuously develop their skills and knowledge. Here are some strategies to help you manage employee performance:

Establishing Clear Targets

Setting clear expectations and goals for employees can help them understand what is expected of them in their role. This can be achieved by providing job descriptions, performance standards and outlining the company’s vision and mission.

Providing Regular Support

Regular feedback and coaching can help employees understand where they stand in performance and identify areas where they need to improve. This can be facilitated through one-on-one meetings, group sessions, or feedback tools like a corporate LMS .

Setting Career Goals

Establishing professional objectives for employees can help them understand their career path within the company and provide motivation for continued growth and development. These goals should be specific, measurable, achievable, relevant, and time-bound. Providing opportunities for professional development through training and mentorship programs can also help employees achieve their career objectives.

Step 6: Creating a Positive Work Environment

Creating a positive work environment is essential to ensuring employee satisfaction and retention. Here are some strategies to help you achieve this goal:

Fostering a Positive and Inclusive Work Environment

Creating a culture of inclusivity is key to fostering a positive work environment. Encourage open communication and respect for diverse perspectives and ideas. Provide training on cultural competence and sensitivity to help employees navigate differences.

Encouraging Teamwork and Collaboration

Encourage teamwork and collaboration by creating opportunities for employees to collaborate on projects and initiatives. Use team-building exercises during employee onboarding to help recruits get to know one another and build trust. Foster a sense of community by organizing social events and volunteer opportunities.

Recognizing and Rewarding Employee Contributions

Recognize and reward employee contributions to show that you value their hard work and dedication. Consider implementing an employee recognition program or providing bonuses and incentives for outstanding performance. Use an LMS to track employee progress and recognize achievements.

Step 7: Tools and Technology

Technology and tools have become essential to modern workplaces, and providing employees with the necessary technology and tools is crucial to their success. In the context of employee induction, it is important to provide new employees with the necessary technology and tools to perform their jobs effectively. This includes providing access to software, hardware, and other essential tools to their roles.

To ensure that new employees are comfortable using these tools, offering them ongoing support and training is crucial. This can include providing access to a corporate LMS that offers tutorials and training materials on the tools they will be using. The LMS can also track their progress and offer feedback and coaching where necessary.

Another important aspect of technology and tools is ensuring they are up-to-date and functioning correctly. This requires regular maintenance and updates to ensure they work efficiently and effectively. Providing ongoing support and maintenance is critical to ensuring that employees can do their jobs well and are not hindered by technological issues.

Step 8: Employee Benefits and Perks

One of the critical aspects of successful employee induction is ensuring that employees are aware of the benefits and perks offered by the company. This can have a significant impact on employee satisfaction and retention. Here are some tips for practical employee benefits and perks:

• Communicating available benefits and perks: It’s essential to communicate the benefits and perks available to employees. This can be done through an employee handbook, an online portal, or during orientation sessions. Ensure that employees have access to this information and know the eligibility criteria.
• Providing resources and support to access benefits: Simply communicating the benefits is not enough. Employees should have the resources and support needed to access the benefits. For instance, if a health insurance policy is offered, employees should have access to the insurance provider’s website or a representative who can help them navigate the policy.
• Encouraging employees to take advantage of these benefits : Companies should encourage employees to take advantage of the benefits offered. This can be done through regular reminders, employee feedback sessions, or even by offering incentives to employees who regularly access these benefits.

Step 9: Continuous Improvement

An essential aspect of a successful employee induction program is continuous improvement. It involves seeking feedback from employees and stakeholders and regularly evaluating the employee onboarding approach’s effectiveness. This helps in identifying gaps, areas of improvement and making necessary changes.

• Soliciting feedback from employees and stakeholders: One of the ways to improve your induction program is to seek feedback from employees and stakeholders. You can conduct surveys, focus groups, or one-on-one interviews to get their feedback on the program’s effectiveness, strengths, and areas for improvement.
• Evaluating the effectiveness of the induction program: Evaluating the effectiveness of the induction program is another critical aspect of continuous improvement. You can evaluate the program’s success by reviewing metrics such as employee retention rates, employee satisfaction scores, and the time it takes for new employees to reach productivity goals.
• Making changes and improvements based on feedback and evaluation results : You can make necessary changes and improvements to the induction program based on the feedback and evaluation results. These changes may include updating the induction process, improving training and development resources, or revising communication methods.

Continuous improvement ensures that the induction program is always up-to-date, relevant, and effective in helping new employees transition into their roles successfully. By incorporating feedback and making changes, you can create an induction program that sets your employees up for success from day one.

A successful employee induction program is crucial for the overall success of an organization. By preparing for induction, communicating effectively, providing proper training and development opportunities, managing performance, fostering a positive work environment, offering necessary technology and tools, and providing employee benefits and perks, an organization can set up its employees for success.

Continuous improvement and evaluation are also necessary to ensure the induction program is effective and up-to-date. Following these tips will benefit new employees and the organization as a whole.

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NEW: Create engaging, efficient and insightful employee surveys – find out how

Free onboarding checklist

Ensure your employee induction days are always a success.

Latest blog posts, employee induction: how to plan an induction day (+ checklist).

Need a checklist for induction at work? While some may call it onboarding, others call it an introduction and it basically means to prepare employees to succeed from their very first day of work. 

But what does that entail? In this article, we offer a helpful employee induction checklist that, when paired with an automated onboarding process, can ensure employees are off to a flying start.

• 1 What is employee induction at work?
• 2 What is an induction day at work?
• 3 Benefits of an employee induction day program at work
• 4 What to watch out for during an employee induction day
• 5 Why does an induction checklist matter?
• 6 Building your own checklist for new employee induction
• 7 Induction process checklist: what to include when onboarding
• 8 Turn your employee induction checklist into automated onboarding

What is employee induction at work?

Induction, or employee induction, is the process of introducing and helping an employee adjust to their new working environment. A large part of this process is covered during the onboarding, orientation and socialisation phases of the employee journey.

For both practical and legal reasons, an employee induction also provides the opportunity for employers to make a great first impression.

What is an induction day at work?

An employee induction can take place over a few hours, a full day or even a week, depending on the complexity of their role, the number of people and systems they interact with and the nature of their work. An induction day is often but not always the first day of someone’s employment with a company.

However, when companies have a lot of new joiners, they sometimes choose to make an official ‘induction day’ later than their first day. When this happens, someone will still need to take employees through the things they need on day one, but the employee gets further information (usually about the employers’ processes and systems) later on.

This is why an induction or onboarding checklist can prove to be so invaluable. When you have a group of people starting all at once or even on the same day, it helps to have a process that is regimented, makes sense and can make a difference for employees.

Benefits of an employee induction day program at work

A dedicated employee induction day program can offer significant advantages for both new hires and the organisation as a whole.

For new employees, an induction day provides a structured and supportive environment to ease them into their new roles. It allows them to:

Gain a comprehensive understanding: A new employee can learn about the company's mission, values and culture. This can help foster an immediate sense of belonging and purpose at work. Additionally, they can grasp their specific role's responsibilities and how it contributes to the bigger picture of business goals.

Navigate the practicalities: An induction day can equip new employees with the necessary information and tools to navigate day-to-day work. This might include administrative procedures, IT systems access and workplace logistics.

Build lasting connections: By interacting with colleagues from various departments and engaging in team-building activities, new hires can start forging relationships and feel more integrated into the company culture.

Overall, a well-designed induction day program sets the stage for a smooth transition and successful integration of new employees, contributing to their long-term engagement and positive contribution to organisational success.

What to watch out for during an employee induction day

During an induction day, there are some things to keep an eye out for. It's i mportant to keep these five red flags in mind before induction day rolls around:

Don’t give them too much information to process all at once. Allow them to take the time they need and to ask questions.

Don’t give them too much to do immediately. But don’t let them sit around with nothing to do, either.

Don’t expect them to get working from day one. They will need time to figure out how your systems and processes work before you can expect them to be effective.

Don’t leave them on their own for too long without support.

Don’t set unrealistic expectations. But do help them know what will help them get up and running soon and what ‘good work’ looks like.

Why does an induction checklist matter?

A great induction helps employees adjust to their new working environment and feel like part of the team. Whether you call it onboarding, orientation or even socialisation, these first few moments, hours or days can set a critical framework for future endeavours.

After all, first impressions can last a lifetime.

A good induction can have a positive effect on employee engagement, staff absenteeism, turnover and their perception of the company's employer brand.

A well-developed and streamlined onboarding helps employees settle in and feel comfortable; helps new team members build good relationships from day one; and sets expectations for acceptable behaviour, cultural norms, ethics and ways of working.

Building your own checklist for new employee induction

When thinking about creating a great employee induction it helps to answer those traditional questions of who, what, when, where, why and how.

As part of an employee induction, it’s important to explain who they will be:

Working with directly

Reporting to

Working with indirectly

Interacting with occasionally (for example, C-level executives)

One helpful way of answering the ‘who’ question is by providing an employee with an organisation chart – either in a physical, or digital format.

Discover what it takes to craft a great org chart in this helpful article.

What will an employee actually do on a daily basis? No matter how good their job description is, an employee will still need to know what’s expected from them, what actual tasks need to be done, when and how.

This guide to job descriptions may also prove helpful. Click here to read more.

Hopefully an employee already knows what their working hours, start times and end times are before they begin their first day of work. But it is important to double-check this and to let them know when they can take breaks – including lunch breaks.

In the past, the ‘where’ of an employee induction was fairly obvious. They work at a specific office location (unless their job requires them to travel) and sit at a specific desk. By the end of an employee induction, they must know where to go to the bathroom, how to find the emergency exits and be able to identify the location of the kitchen and any other office facilities they need to use.

But these days with hot-desking, remote working and even remote onboarding, addressing the question of ‘where’ is somewhat more complicated.

Read our complete guide to hybrid working’s most pressing questions right here.

Addressing the question of ‘why’ can be tricky in an employee induction, but having a strong, clear and clearly-defined culture can help. In this case, a company’s core values help employees reduce uncertainty when making decisions so they can concentrate on doing their jobs.

By explaining how it’s important for employees to act, sharing things you’re proud of and putting new employees in touch with great cultural ambassadors, it helps them feel part of that culture more quickly.

It also reduces uncertainty and hopefully gives employees a good feeling that makes them want to come back again the following day, week, month and year following.

It’s not always possible to explain how to do the job in full on their first day. So rather than trying to cram all this information in on their induction day, it’s better to give employees a plan of how to get started and then help them along the way, regardless of what questions they have.

An induction checklist is important here, because all of the tasks may not be covered in the first day. This way, you know what has been covered and what is remaining for an employee.

Remember: It’s often nerve-racking for new employees to ask questions, particularly if they feel like the questions are foolish on their part. But helping them through this learning curve will pay dividends later.

Try out our induction checklist today

Over 10,000 customers choose Personio for smooth, reliable onboarding. Download our trusted onboarding checklist to see why by clicking below.

Induction process checklist: what to include when onboarding

The following seven sections cover the essentials you must include when onboarding someone.

1. Get the personal details right

Make sure an employee has signed and returned their contract (if this hasn’t already been done before they start) and check all their official working information including:

Personal contact details

National Insurance (NI) number

Work eligibility including visa or passport information (if applicable)

Background checks (including CRB checks)

Bank account details

2. Make sure they know your policies

Share your employee policies and procedures with them – including information on any portals, noticeboards or other locations like Slack or your intranet.

This should include:

Company culture information

Policies relevant to them

Procedures they must follow

Where to find an employee handbook (if you have one)

3. Cover the essentials

At a minimum, it’s important for your employees to know about their working terms and conditions. Even if this is included in your policy, handbook or employee manual, be sure to point out and make sure they understand the following (and where to find this information):

The facilities you provide

Their working hours

Expected breaks and holidays

Paternity, maternity or shared leave

What happens when they’re sick

How their pension works

Who their manager is

What to do if they have queries, complaints or need help

4. Keep them safe

It is a legal requirement in the UK to ensure relevant health and safety information is covered as soon as an employee starts. This includes:

Any precautions they must take to keep them safe

Any training, or Personal Protective Equipment (PPE) they might need to do their job safely

What they should do if there’s an accident, emergency or in case of a fire

5. Get them set up and ready to work

There’s nothing more frustrating than starting a new job and not being able to work. At the very minimum, an employee must have access to the locations, tools and equipment they need.

Depending on the nature of their work this can include providing:

Laptops and a mobile phone

Access to your work networks (including wifi passwords and relevant logins)

Entry to the building (a key, key code, fob or passwords)

Instructions on how to get into and use any social networks (e.g. Slack/Messenger etc.)

6. Set the right tone

It is absolutely critical that from induction day, employees feel welcomed into your organisation. When getting them started, you might want to:

Arrange a tour of the company’s facilities

Tell them about the company’s vision, mission and values

Provide printed documents so they don’t forget critical information (or give them a way to write the key information down – branded company pens are a nice touch)

Set up meetings for them to meet key people they’ll be working with

Tell them about training and potentially book it in

Assign an ‘onboarding buddy’

Arrange regular ‘check-in’ meetings with their boss

Introduce them to the wider team by email

Click here for a collection of introduction emails to colleagues (with templates) .

7. Help them see what success looks like

This goes beyond discussing their roles and responsibilities. It also helps enormously to explain your company’s standards and expectations, where to go when they have questions and if possible, to give employees a plan for how to get started with the job they need to do, and even what it means to be a great employee at your organisation.

This also might include familiarising employees with your performance processes and how your organisation runs reviews. Do you have a process in place? If not, start by checking out our collection of performance review templates today.

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For new employees, in the first few weeks of a new job there is a lot that a new starter will need to know, which can be quite overwhelming. By creating a tailored induction program for new staff, they may feel more comfortable in their new surroundings and have a better understanding of your business and the expectations of their role going forward.

Importance Of Induction

Induction provides new starters with important information regarding their new employment. The induction process serves to welcome new hires to the business and help them transition into their new role; enabling new employees to feel supported while they adjust. It is considered best practice to provide an induction program to employees.

Induction ensures that new employees are initiated in the expectations, performance and culture of the Company. When used strategically, the induction process can increase employee retention by helping them understand their role and how it fits into the company. Companies that have a structured new employee induction processes are more likely to have higher productivity within the workforce, as the new employee may be able to add value to the business sooner if they can hit the ground running. Employees who have undertaken a structured induction process will have a fair idea of how the company operates.

The induction process may include:

Pre-induction process

Post-induction process or Follow-up and ongoing development

The Benefits Of Induction Training

Employee induction is an effective and efficient means of outlining workplace policies and procedures to new starters,  for providing specific information new employees need to know to do their job, and for setting expectations within the larger context of company goals, objectives and the business operation as a whole. An induction program should include training for new hires on how to do their jobs safely and what to do in the event of an emergency.

Adopting an induction process for new starters can have many benefits for both employers and employees.

For employers an induction process can:

Contribute to a positive workplace culture as it assists new employees to transition and assimilate into the workplace;

Save an employer time and money, as the employee can partially self-educate through online learning modules;

Encourage employee retention, reduce employee turnover and save on recruitment costs as it helps employees feel welcome and valued;

Ensure operational efficiency and increase productivity – employees have a full understanding of the company and their role within it so they can hit the ground running;

Educate employees on compliance with company policies and procedures, and Workplace Health and Safety;

Enhance company reputation by creating a professional impression.

The benefits of employee induction for new staff are:

The induction process helps new employees settle into their role quicker;

New hires better understand their role and how it fits into the organisation;

New starters feel respected and valued and accepted into the organisation by team members;

New employees better understand company processes and (workplace health and safety) policies and procedures;

New staff receive necessary information as to organisational culture and standards of behaviour to help them assimilate;     

The induction process helps establish good communication with managers and team members.

An Introduction To The Company’s Mission, Goals, And Values

It is important that new employees are provided with information as to the purpose, direction and values of the organisation.  This allows new starters to put their role into perspective and feel part of the business as a whole, which encourages positive contribution to the overall company goals and vision.

The induction process helps the employee understanding the company culture and values and allows the employer to set clear expectations regarding performance and conduct.

Once an employee has been inducted in the workplace it will be easier for the employee to adjust and adapt to the expectations, goals, and values of the Company.

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Employee Induction Program Checklist

The purpose of an induction program is to help employees settle into their position at a new company, business or organisation. To ensure the induction program is successful, create a checklist that specifies all the documents and information new staff will receive on their first day of the job.

This checklist does not need to be long, but the induction should cover at least the following:

an introduction to the business, colleagues and important stakeholders (eg. team leader)

an overview of the organisational history, structure, visions, culture and values

employee handbook  briefing and reference to the code of conduct

job description for the employee such as title, roles, and responsibilities

roster or work schedule

copy of their employment agreement, company handbook and HR manual

Work Health and Safety information  (layout of premises, including fire exits, first aid facilities; overview of WHS policies)

induction and setup of workstation and systems

overview of upcoming key dates and events

provided with tools of trade (ID, keys, name badge, swipe card, phone etc.)

contact list of staff members

At the end of the induction, ask the employee if they have any questions or concerns they would like to address. It’s considered best practice to give the employee plenty of written material they can reference later to refresh their knowledge.

For compliance purposes, you should also require the new employee to provide you with copies of the following:

signed  employment contract

tax file declaration

choice of superannuation form

bank details (including bank, BSB and account number)

emergency contact details (including name, address, phone number and relationship)

licence, passport, and visa (if applicable)

All You Need To Know About Employment Contracts

Free guide on what employers need to include in an employment contract.

Encouraging Social Interaction

Bringing new staff into an existing work environment can be stressful. On their first day, give new staff a guided tour of the workplace and introduce them to other team members. If possible, appoint one or two team members as a main point of contact for new staff, so they can rely on them for help or advice.

Besides the usual ‘meet and greet,’ some other activities the company can do to encourage social interaction include:

organising a group meeting and have everyone introduce themselves to the new member

encouraging the team to sign a ‘welcome card’ or similar kind of written introduction

having an informal team lunch

If your business is active on social media, you might also consider welcoming the new team member with a brief online description or profile with your social media network.

Don’t stop encouraging your new employee’s social interaction after just the first few days. Some people take longer than others to open up and feel comfortable in their new surroundings. For this reason, the above activities should be spread out over several days, so the employee doesn’t feel overwhelmed.

Following-Up

The follow-up process allows managers to ascertain whether or not employees have integrated successfully, what further resources are required or what changes need to be made and if the employee needs further training. The information gathered during the follow-up process can help improve induction programs for other new starters.

Once the formal induction is over, arrange regular meetings with the new employee to check how they are going. Give them the chance to raise any concerns and discuss them in confidence.

Whether it be problems with the job requirements, disputes with fellow team members or a bad experience with a customer – these issues should be handled early to ensure the new employee’s future in your business is successful.

If you need help creating an effective induction program, call us for free initial advice on  1300 651 415 .

Frequently Asked Questions

An employee induction is a means of communicating important information to new employees about the company and their job in order to give them the best possible start in the business.

A list that covers all steps of the new employee induction process and lists everything required to successfully transition a new employee into the workplace, which allows completed parts of the new employee induction program to be ticked off.

The induction should cover the following topics:

• Organisational history, structure, visions, culture and values;
• Code of conduct;
• Internal and external customer service;
• Acceptable use of resources (e.g. internet policy);
• Handling confidential information;
• Managing conflict of interest;
• Workplace health and safety;
• Responding to incidents and emergencies;
• Environmental protection (e.g. recycling);
• Important management information (e.g. remuneration, performance management);
• Introduction to key people within the Company
• Pre-Induction : information provided prior to the new employee starting work.
• Induction : The first day and subsequent transition into the workplace.
• Post-Induction : follow-up and adjustment after the new role has started

Traditionally an Induction day is the first day that the new starter attends their new workplace to receive important information about their new employment. Ideally, induction programs should be implemented from the first day of work with activities spread over two to three hours each morning over the first one to two weeks. This allows the employee to assimilate information gradually and not be overwhelmed.

Ideally one employee should administer, implement, coordinate and monitor the induction process and corresponding checklist and plan  in order to ensure consistency across the induction program and a single point of contact for new starter queries.

Induction training should combine a variety of learning methods, and take place over a number of days. Classroom instruction is required for providing general information to new employees that requires personal interaction, together with self-guided e-learning for  individualised job-related information. Frequent in-person discussions with direct managers, regarding support and organisational resources  available  to  the  new  employee is  essential to fostering  a  good working  relationship and two-way communication.  

A good induction process includes the following:

• an overview of the company’s history, products and services
• a description of the company mission, vision, culture and values
• physical orientation (where things are)
• organisational orientation (how the employee’s role fits into the organisation)
• meetings with key senior employees,
• information regarding remuneration and employee benefits
• explanation of employee handbook, code of conduct, and workplace policies and procedures
• workplace health and safety policies and procedures and first aid practices
• information regarding facilities and IT 
• explanation of terms and conditions of the employment contract
• an overview of learning and development opportunities
• role-specific information and setting of goals and expectations.
• Have an induction plan and corresponding program that can be tailored easily to the employee or role
• Have a dedicated person responsible for induction – this person implements the plan, tweaks the induction process where required and coordinates the induction program
• Focus on day one – makes sure the employee has access to all the key information on day one that will enable the rest of the induction process. Otherwise parts of the induction program may be redundant or have to be delayed because the employee doesn’t have the requisite requirements to proceed.
• Treat employee induction as a process – and make sure you follow-up and get feedback so you can update and improve the process if necessary
• Monitor and streamline the process – use best practice plans and checklists, courses and materials that can be easily adapted to different employees and roles

Onboarding is the first phase of the employee journey. Employee onboarding starts when new hires start the job and takes place up to several days before they physically walk through the door. A successful onboarding program helps HR professionals ensure that the new hire understands their contract and role. 

Induction is introducing your organization to the new hire in person. Induction starts during the pre-boarding process and will only last for a short amount of time on the employee’s first day. 

Induction training is the process of introducing a new starter to both their role within your company and the company itself. 

A supervisor can train the new staff and monitor their tasks. It is also the responsibility of the supervisor to ensure that each new staff member is provided with an induction. 

• Pre arrival-  The first stage is where the employer prepares for the arrival of the new employee. In this stage, the employer might send out information or resources about the company and its culture. 
• Arrival-  During this stage, the new employee arrives at the company and starts the induction process. 
• Training-  In the training stage, the new employees are given induction training on their specific roles and on the company’s systems and procedures. 
• Follow up-  The employer can check in with the new employee after the initial induction period (3-6 months) to see how they are settling in and give them any additional support if needed.

Guides in this category

Construction Onboarding: A Comprehensive Checklist

Waiter/Waitress Job Description

Customer Service Representative Job Description

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New Recruitment Induction Powerpoint Presentation Slides

Amaze your new employees and wow them with the help of professionally designed new recruitment induction PowerPoint presentation slides. Use our content ready complete deck to familiarize your employees about company background history, its values and beliefs, long term goals and management structure. Present company profile, vision, and mission, company history, financial highlights, company revenue growth, locations, achievements, work policies, attendance portal, leaves and holidays, office timings, office dress code, office rules and regulations, roles and responsibilities, salary and package, targets and goals, etc. This new hiring induction PPT will help new employees to understand the basic functionalities and will make them clear about the company's policies and rules and regulations. You can use this HR introduction PowerPoint template to show relatable topics like employee orientation, induction training, and many other such topics. Download this awesome induction process PPT slides to impress your new employees.Your appeal is bound to generate desired funds due to our New Recruitment Induction Powerpoint Presentation Slides. It will fill empty coffers.

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Presenting this set of slides with name - New Recruitment Induction Powerpoint Presentation Slides. Our creatively crafted slides come with apt research and planning. This exclusive deck with fifty-four slides is here to help you to strategize, plan, analyze, or segment the topic with clear understanding and apprehension. Utilize ready to use presentation slides on New Recruitment Induction Powerpoint Presentation Slides with all sorts of editable templates, charts and graphs, overviews, analysis templates. Download PowerPoint templates in both widescreen and standard screen. The presentation is fully supported by Google Slides. It can be easily converted into JPG or PDF format.

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Content of this Powerpoint Presentation

Research conducted by Brandon Hall Group has revealed that organizations with a strong onboarding process enhance their new hire retention rate by as much as 82 per cent. In addition, a smooth and detail-oriented induction process can boost new employees' confidence, help them familiarize themselves with the company, and avoid miscommunication or confusion.

When the induction process is strong, the new employees feel welcome, and realize the value they can add to help the organization grow. Employees also learn faster and are usually more loyal when they have gone through a thorough induction process.

If you work in the HR department of a company and want to strengthen your induction and onboarding efforts, the following slides created by SlideTeam can help make the process seamless. The slides cover essential aspects of employee induction, such as attendance, pay, dress code, etc. The templates are 100% editable and customizable. You can edit these to make them your own and present them to the new hires. It would only take a couple of minutes and require very little effort on your part.

Are you looking for a recruitment strategy, too? Check out these slides explaining the perfect recruitment strategy .

New Recruitment Induction PowerPoint Slides

Without further ado, let’s have a look at the top new recruitment induction PowerPoint slides created by SlideTeam.

Seeking help with recruitment planning? These slides by SlideTeam might help .

Let’s explore!

Template 1- PowerPoint Slide Focusing on the Organization’s Achievements

Focusing on achievements is the crux of the induction process. It brings positivity and motivation to new hires. With this innovative slide, you can focus on awards and accolades your company has earned through the years. You can also highlight the key revenue or growth statistics to assure new hires that the company is growing, and so will they.

Template 2- PowerPoint Slide Focusing on the Attendance Portal

Attendance is a required element from every employee. It would be best if you introduce your new hires to your attendance portal. Here is an example slide you can use to explain your attendance system. It mentions the vital elements like working days in a year, national holidays offered to employees, vacation days offered to employees, and the sick days an employee can avail. It gives employees a clearer picture and avoids miscommunication on holidays or leaves.

Template 3- PowerPoint Slide Focusing on Leaves and Holidays

Every company offers leaves or holidays to employees. It’s essential to include details of holidays that your company offers in the induction to ensure clarity. This slide depicts types of leaves like earned leave, sick leave, casual leave, national or sectional leave, paternity or maternity leave, transfer leave, and study or sabbatical leave options. You can mention how many of each your company offers by editing the slide instantly. You can also add or remove any leaves, as every element of the slide can be edited easily.

Template 4- PowerPoint Slide Focusing on Office Dress Code

Many organizations are particular about the dress code for office as well. If your organization is like that, this slide might be a worthy addition to your induction process. It mentions what is considered formal wear and what is considered informal wear. For instance, collared T-shirts with jeans and sports shoes are considered informal wear and might be allowed on certain days, like Fridays or Saturdays.

Template 5- PowerPoint Slide Focusing on Salary and Package

When new employees join, they expect clarification regarding the salary and its components. To enlighten your new employees on the same, you can use this simple slide. It lets you focus on pay components like regular pay, additional pay, etc. It also focuses on key elements like federal tax, time of balance, payment date, payment methods, deductions, and total net pay.

Template 6- PowerPoint Slide Focusing on Salary and Package of New Hires

All well-established companies provide employees with a detailed breakdown of the CTC. It’s smart to do that during induction to avoid any confusion later. This useful slide can help with that as it mentions everything essential, like the period beginning and ending, the payday, the earnings, rate of tax, and deductions.

Template 7- PowerPoint Slide Focusing on the Salary and Package of New Recruits

A company usually offers tons of benefits in addition to the salary. When used correctly, they can be a great motivator for employees. If your company also offers benefits and perks, use this detailed slide to share that information. You can also mention which benefits offered are excluded from federal taxable wages to make the benefits seem more appealing to the employees. Examples of the benefits you can add include 401k, group term life, etc.

Template 8- PowerPoint Slide Focusing on Employee Stock Options

Many companies, especially startups, offer stock options to employees. This lucrative factor helps win employee loyalty and keeps them longer with a company. If your company offers stock options, too, and you want to enlighten your new employees about them, then you can use this creative slide. It mentions the particulars like the stock price, intrinsic value, strike price, etc., and it also clearly mentions the price and value in dollars.

Template 9- PowerPoint Slide Focusing on Targets and Incentives

Gone are the days when only sales jobs were incentive-based. Now, many jobs in an organization are incentive-based. If you have hired people to do jobs that are directly linked to incentives, you can use this slide to make the targets clear. It mentions the key objectives or targets and specifically mentions the benefits or incentives an employee will get if they achieve the desired targets within a set timeframe.

Template 10- PowerPoint Slide Focusing on Medical Insurance and Benefits

Medical or health insurance is a major component of compensation today. Each employee expects good insurance coverage not only for themselves but also for their family. If your company provides types of insurance, you can cover these with the slide. Examples of insurance and benefits offered are covered here. They include, but are not limited to, medical, dental, and vision insurance, disability insurance, unemployment insurance, and even employment practices liability insurance.

WELL BEGUN  IS HALF DOME

When you do the employee induction right, you make your employees feel valued from the start and start winning employee loyalty. The slides mentioned above, created by SlideTeam, are meant to make the process simpler and stress-free. Download them once and use countless times with minor edits. Save your time, energy and harvest value for money. Get started now!

PS Check out this recruitment dashboard, which helps you keep track of new positions and roles that need to be filled.

New Recruitment Induction Powerpoint Presentation Slides with all 54 slides:

Use our New Recruitment Induction Powerpoint Presentation Slides to effectively help you save your valuable time. They are readymade to fit into any presentation structure.

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Is your induction presentation ready for the stage?

Robert Hicks

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Want more inspiration?

Inductions, that tricky first period where you want to educate your new starters with important knowledge on the business and their role, while combining as many hints and tips that will make their entry into the company and team as smooth as possible – at least, you hope.

Inductions are paramount to an employee's first impression of your company, and helps promote employee engagement from the start. The more understanding your hires are of your culture and values, the more likely they’ll live it from Day One. That first presentation will stick in your employees’ minds. So it’s important to get it right!

There are a few different ways to evaluate your employee inductions, but first I should note that there is no one size fits all way to do an induction.

What you do must be correct and appropriate for everyone – the organization, the new recruits and those creating and delivering the content.

Before you start …

To properly evaluate your presentation, you need to ensure that you have set your objectives. Without these, you and the presenters will not know what you’re seeking to achieve in the induction, the presenters will fail to deliver appropriate presentations and the new employees will not learn what you want them to learn.

Setting the objectives allows you to manage the process in three ways:

• Allows you to determine what is taught at the induction and how that is delivered.
• Allows the presenters to see what is expected of them and enables them to feel more comfortable when preparing and delivering the content.
• Enables the employees to understand what they are going to be taught during the program.

What to look for...

During your evaluation of your induction, stay focused and be diligent with your notes. The following are the three key aspects to assess for:

• Objectives.  Did each presentation meet its purpose of explaining the team, members and any necessary processes new inductees should know?
• Quality control.  Did the presenters score at the right level on the feedback sheets.
• Measurement.  Can you prove that the learning outcomes were met?

Now, let’s go into a bit more detail.

To evaluate your objectives , you’re figuring out, quite simply, if these presentations are doing their overall job to inform and educate your inductees about your team members and your business. Some things to look out for in this area include outdated information or any opportunities for updated artwork (photos of the team on a more recent gathering, for instance) as well as making sure your presenters are using branded template slide decks.

The only way to get this right? Sit in on the presentations, a few of them. You can sub in a member of the HR team and compare notes, but you want to be sure that each presenter is using the proper slides.

Hint: I like to record the sessions if possible, as you can use this material for learning, but also to give feedback to the presenters. Plus, if it’s your own team member’s first time doing an induction evaluation, you can build in learning by going over the presentation with the notes alongside it to catch any items that were missed. 

Take a critical look at your feedback sheets. Get the employees to fill in the feedback sheets after each session so each item is fresh in their minds. You’ll receive a more accurate rating than if you wait until the end.  Also, make sure you ask multiple sets of questions about the presenters rather than a single question, as that allows you to assess where they have been strongest and weakest, and to see where any improvements – if any – can be made.

If there are lots of short presentations without a natural break use the time before coffee and lunch breaks to get the feedback sheets done.

Evaluate your evaluation. Perhaps the most tried and tested way to see if the inductees have learned what you need them to learn is for them to undertake a test during or at the end. However, rather than write the test yourself get the presenters to write the questions and answers to what they think is the most important.

This is a smart way to keep all parties on the same page. Your presenters’ questions should mirror what your objectives were to be sure that your inductees are honing in on the key information.

I like to use an online test to keep things a bit more organized (and environmentally friendly!), and use a system that randomizes the question order and questions used so people cannot cheat by comparing answers.

Your next steps...

Once you have completed the evaluations and have seen what is and isn't working then you need a plan of attack on how to make them better. Here’s what to keep on your induction checklist:

Consistency. Is everyone using the same slides deck, or does it look a mess? Is the language consistent? Are people using clear language or internal jargon? Have you provided a jargon buster (a glossary) if jargon is being used?

Variety . Yes, I’m contradicting myself. Consistency is important, but you also want these presentations to be interesting and personal. Allow each person to put their own shine and spin on things, whilst ensuring that the core points are delivered.

Updated information. The killer presentation from 2014 is probably in need of some updating, so make sure you review your induction detail at least twice a year and do a fact check after every session. That way you know the content is correct, up to date and also evolving as the business changes.

Accessibility.  Your inductees might not remember everything they’ve just learned. In fact, I doubt it. So do you send them an email with the presentation, that will likely get lost among their welcome emails from the team? Instead, the best solution is to have a central location (like on your internal communications platform ) which everyone can access and view the information. This means that anyone who has attended can see the latest set of presentations rather than having to refer to old slide decks.

This can also cut down on internal questions from your own managerial team, who can access these slide decks as needed to educate their team or to learn about new company changes. It keeps everyone in the company consistent in how you message your core values, purpose and culture .

Running an induction is hard, but if you focus on what you can influence and control, create good guidelines and guidance to empower the presenters you’ll be doing a service to your inductees as they enter your organization.

Tell me, how do you evaluate your induction slides?

Robert is the Group HR Director at Reward Gateway. While running is his top way to unwind, he also loves going to gigs, watching football and cricket, and is known to enjoy the odd ski weekend. Group HR Director

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10 ways to revolutionise your employee induction training

Emily Rodgers, Content Writer

| 05 Sep 2018

| 9 min read

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Most of us have some bad memories of induction training, inducing flashbacks of long-winded presentations, cringeworthy icebreakers and a snooze-worthy health and safety demonstration. It can be very full on. There’s a lot to take in and many new faces to meet, not to mention the pressure of trying to absorb it all. 

Induction training shouldn’t have to be like this, however. This is the first real encounter the fresh employee will have of the company, so why not give them a taste of what office life will be like for them and put some real effort into making the mundane formalities a bit more fun?

Digital developments, a new generation of workers and a switch-up of how work is being done these days are all revolutionising induction training, taking it from a drab onboarding procedure to something worth remembering .

First things first, what is induction training?

When a new employee starts, the employer will give training so that they can learn their new role quickly and easily. Induction training can take place between the old employee and the new one in a handover system.

More likely, a regulated training system made by HR takes place for a whole bunch of new workers at once, giving them a chance to get to know people across teams and letting them get to grips with the culture in a group. 

Induction training can be quite hefty. The main topics that it includes are:

• Health and safety 
• Code of conduct
• Employee responsibilities
• In-house systems
• Office walk through
• Meeting with CEO and seniors
• Company history 
• Culture and ethos

Usually, induction is a way of easing the new recruit in without overloading them with information or scaring them off.

It's a chance for them to get the same treatment as everyone else that started before them and receive proper training, so they feel adequately equipped to begin their new role with the utmost confidence. 

The importance of induction training

50 years ago, it was rare that anyone changed jobs more than twice in a working lifetime. These days, it’s common to flit around from one role to another every few years.

This means that the quicker an employee is inducted, the quicker they can start doing their job properly. 

Employee and business benefits

Understanding the current advantages of induction training not only hones in on the importance of it, but will help you to discover how best to revolutionise this imperative part of onboarding. 

Some benefits include: 

• Saving the company time and money - Having provided all the relevant information upfront, the new employee can start performing their duties from the get go. 
• Reduces turnover rate – A well-informed induction should clear up any confusion the employee had about the company. The less confused they are, the less frustrated they are and the more settled they will feel almost instantly, resulting in a higher retention rate.
• Value and respect – If a proper induction is given, as opposed to a lackluster attempt, the latest recruits will feel like a proper welcome has been given, evoking a feeling of comfort. 
• Grounds for communication – Letting everyone know who is who in the company, putting faces to names and establishing that first point of contact lays the groundwork for how best the employee should communicate, instilling a level of certainty for where they sit within their teams and leaders.

Despite its bad rep, induction training is still very necessary. Although it can be seen as outdated, there are ways to give it a modern day rejig so it is made more engaging and effective.

10 ways to revolutionise induction training:

1. give them a welcome gift.

Statistics show that employees are more likely to stick around if they’ve been given a good onboarding procedure. We all know how important first impressions are and not making a good one could see a higher turnaround and a costly unnecessary expense to your business. 

Who doesn’t love being given a little gift? Having a little token on every chair as the new employees walk in on that first morning will instantly excite them, setting the tone for their induction and their time working in the company.

A notebook with a company pen is a nice touch. This could be branded and have the companies ethics to the front as well as a brief history. This serves as a useful badge of honour to be carried around for meetings during the first few months and can be a commemorative reminder of how far they’ve come when the notebook is completed. 

2. Go online 

Interactive learning is the best way to engage new employees and make training interesting for them. A Learning Management System (LMS) is the best way to go about this. The employee is given their own login and asked to click through various pages of the platform, learning and taking quizzes along the way. 

An LMS is so effective because new starters can learn the basics on the first day of their induction and then go away to self-train and complete the rest of the exams in their own time. HR and their manager can see their process and help them out with anything they might be struggling with.

The interface should be hassle-free, easy to use and multimedia compatible. Video, audio and lots of images should all feature, as should scenario training for things like health and safety.  Fun ways to remember certain statistics that are important to the company, like the number of employees or the year it was founded, could also be incorporated. 

Read next: Virtual onboarding - a guide for success

Before, everyone would get the same induction training, regardless of their level or role. With an LMS, employees can be given extra modules that are most relevant to their field, making sure no one’s time is wasted and allowing the employee to feel catered for and supported. 

3. Start them early

New starters are often very motivated to start their new role (they have wanted to leave their old job, after all). 

Why not give the bright-eyed candidate the chance to start ticking off induction training in their own time before they even start?

You could use the LMS mentioned above for this. A protected portal with a login given soon after an offer of employment will make them feel instantly welcome (as opposed to a lack of communication over the candidates notice period from the previous role).

This method gives them a head start with complete control over their learning. It also lets them approach it in their own way and at their own pace. This means that once they’ve gone through all of the physical formalities like walking through the building for fire exists on the first day, they can hit the ground running and straight into role training with their team having already gone through the rest online beforehand. 

4. Integrate them through classic traditions

It’s always nerve-wracking offering a tea to the team for the first time. Why not make it a commemorative moment and set aside a dedicated time for the new recruit to stand up with the manager or member of the team and make a tea for everyone? This could be done in a tongue-in-cheek way, a bit like a ceremony.

This gives the fresh starter a chance to go around and get to know everyone with a ritual that’s so engrained in office culture that they’ll feel comfortable doing it next time on their own.  

5. Make them into a shadow

After the employee has started and they understand a bit about their role, get them to shadow key members of different teams. This will teach them how each aspect of their role fits into everyone else’s. They’ll see where they slot in and understand the purpose of everything they do. 

Motivation is heightened when each task is give a raison d’etre in terms of where it sits in the logistics of the whole company, instead of just thinking of it as a task for the sake of a task.

6. Visions and values

By introducing them to the CEO and talking about the core values, the scripted one-liners that they’ve read on websites and presentations come to life. The recruit should feel inspired by the firm’s history and be completely immersed in what they’ve done, what they’re doing and what they’ve got to come. 

At the end, ask the new employees to put the company’s visions and values into their own words and ask them to describe how each one will not only affect their new role, but how they can live each one in their everyday activities. This will allow them to truly understand the business’ standards and how they’re expected to conduct every one.

7. Introduce a checklist

On the employees first day, give them a checklist that outlines all the different stages of their training, almost like a timetable. This lets them know what to expect, making it all a little less scary.

This could include what they’ve already done in terms of their LMS training, who they’re going to meet and always include break times so they get a bit of R+R and recollect their thoughts in between training sessions.

8. Keep it bite-sized

Long-winded inductions will force the candidate to lose interest almost immediately. It’s not their fault. Taking in large amounts of information for long periods just isn’t how inductions should be held. 

Training should be delivered in short and manageable bursts. These little lessons should be easily digestible, not large chunks of text. Step by steps are a good way to showcase this, like those quizzes on the Learning Management System we talked about earlier, which will break up each module.

9. Make sure they’re listening

During training, introduce quick fire questions based on what they’ve just learnt. This will keep candidates looking alive, as they don’t know when the next question is going to arise. You could even introduce buzzers and put them into teams, with rewards at the end for the most right answers, of course. 

10. Refresh the buddy system

It’s so often seen that new starters are given a buddy and that person is never seen or heard from again when the induction training is finished.

Many companies are encouraging a healthier buddy relationship and support from members of other teams by introducing buddy cards. Buddy cards are a bit like loyalty cards given at coffee shops. Each buddy is given one and when you’ve both been for a meeting 5-10 times, you get a prize or a free lunch together. This urges both parties to really try and make the time to set aside time for meetings and to run through anything the new recruit is struggling with. 

After the 10th or so meeting, hopefully the pair will meet of their own accord, with a new friendship formed and a beneficial buddy system in place across the office.

Whether you introduce one or all of these steps into your induction training, revolutionising the way you conduct it will significantly improve the employee’s initial thoughts about the business, their expectations and give them the tools to make a great start at your company.

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