09 July 2019

For businesses and your new starters, an induction process has many important elements. While it’s an introduction to your business, it’s also a chance to run through all compliance and legal issues—and to sign them off.

Plus, you can take your new staff member on a tour of your premises.

So, what’s the best way to approach this process? We explain the best business practices to follow across the rest of our guide.

New employee induction checklist

There’s a process you should follow to introduce your new starter into your workforce.

Before you hire them, you’ll have to send them a job offer in writing—and they’ll have to accept it. Then you can run through the contract of employment, start time, and first day arrangements.

For your first day introduction to your business, there are three steps to approach:

  1. Complete employment administration.
  2. Organisation guidance.
  3. On-the-job induction.

But what’s included in an induction process? You’ll need to run through administrative and other activities to introduce your new recruit to the way your business works.

This can begin by finishing employment admin duties. This includes ensuring the contract of employment has their signature. You’ll also require a P45, proof of right to work, and any other licenses and certificates. Plus, bank details for their salary.

For the process to use on the first day, you can follow this employee induction plan template for guidance:

  • Explain your schedule process, and outline your programme.
  • Offer an induction timetable for new employees.
  • Cover your health & safety procedures.
  • Cover your business resources and the structure of your organisation.
  • Discuss the social process, such as local facilities and your catering options.
  • Offer an information pack with details about your business along with a glossary of terms and other important information.
  • Evaluate your business’ history, structure, and the plans for the future.

Your health & safety induction checklist for new employees should cover essentials such as a fire procedure and what to do in the event of an accident.

This process will be of particular importance in certain industries, such as if you’re in construction or a restaurant environment.

You can also offer induction packs for new employees. These will consist of relevant information about your business, but you can also add in some welcoming items such as company pens and a notepad.

Then it’s time to advance to your on-the-job induction. A relevant manager will take over this process. They should cover the following:

  • Organisational awareness, such as a tour of your office or premises.
  • Meet and greet with colleagues—this can include higher management, or simply within a specific department.
  • Run through your systems and procedures, such as with the use of equipment and resources.
  • Explain your common KPIs, plus how you measure job performance.
  • Internal and external resources.
  • An overview of customers and your services or products.

Moving forward, you can then monitor your new recruits over their probation period to assess their performance levels.

Induction games for new employees

There are certain fun activities you can include to put your new starters at ease.

You can view them as icebreakers—many colleagues could be working together long-term, so this can help get their working relationship in motion.

While it’s a bit of fun, you can consider a team-building exercise. Inductions help to develop communication, problem-solving, decision-making, planning, and trust building. Some activities include:

  • Creative projects: These can help relax your team with an activity that’s easy, involving, and fun.
  • Presentations: It’s common to break new starters into teams, which could lead to a talk in front of everyone else to showcase a mini-project.
  • Basic introductions: Ask new recruits to introduce three things about themselves, which can help the others learn a little about them.
  • Guided tour: Not so much of a game, but more of a fun activity—a look around your premises to introduce them to how your business functions.

Why you should have a process

The benefits of induction to employees are many, as they receive an overview of your business. They can meet their colleagues in a relatively informal process that eases them into their new role.

For your business, you can save money and time, reduce staff turnover, and ensure greater business efficiency.

In short, you can introduce your new starters to how your business runs and then guide them towards productivity from day one.

Want more help?

Speak to us for guidance with your employee inductions. We can help tailor the right approach for your business: 0800 028 2420.

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