Poor induction is the greatest enemy of good recruitment. The best recruitment efforts are wasted if a new person is not provided with the support they need to make a positive transition to their new company. Good people are won or lost in the first few days and it is critical that every effort be made to encourage their engagement with the company and help them to become part of the team.

Induction procedures should be written to ensure that all areas are covered. A simple check sheet is a useful way to ensure all areas are covered. Induction processes should be developed and reviewed by more than one person within the company to ensure it covers all areas. As a guide, the areas a good induction process should cover should include:

Getting started at the new company
Covering issues such as occupational health and safety systems and procedures, company policies, when and how wages are paid, personnel records, hours, overtime, absences etc, location of amenities, where the new person will work, getting onto computer systems, security issues, telephone systems and etiquette, notice boards etc.

Getting to know the new company
What the company does, its history, its product range, its mission, objectives and philosophies, its business model, how it is positioned in the market, how the new person’s role impacts on these, a tour of the work site, etc.

Getting to know the team
Introducing the new person to key workmates and developing positive working relationships. A buddy system is a useful way of ensuring the new person feels well supported. Buddies should be respected operators who can influence in a positive way. Things like morning tea or after work drinks are also a useful way to welcome new employees.

Getting to know the job
Key responsibilities, performance expectations and measures, procedures and methods, tools and equipment, training, governance or legal issues, how the job impacts on others in the company, how to get help and specific issues impacting on the job.

Induction provides the opportunity to get off on the right step and increases a new employee’s confidence and commitment to their new organisation. Given the current employment market and scarcity of qualified people, it just makes good business sense. If your company does not have an induction procedure in place or uses induction haphazardly, it is reducing the value of good recruitment and exposing itself to a greater potential for staff turnover and high levels of recruitment costs. If you would like help structuring your induction process, ask your Active Recruitment consultant for help.