What to Include in Your Staff Induction Checklist

May 3, 2017 Kim Schollick No Comments

Whatever the size or niche, recruitment is always an integral part of success. And according to the latest research from the Centre for Economics and Business Research (CEBR) and the UK’s Federation of Small Business, hiring up new staff doesn’t come cheap.

The average cost of recruiting a new employee for businesses within the 20-49 employee range is over $42,000. This means that when you welcome a new member to the team, you’re going to want to get them up to speed, ASAP. This is where a calculated employee induction program is a categorical must.

Starting a new job can be daunting to say the least. That’s why it’s so important to offer watertight guidance, direction and leadership to all new recruits.

Your staff induction checklist

So what does it take to get new recruits not just settled, but thriving? Here’s our guide to creating a custom staff induction program checklist, that works for your business.

Be bespoke

Remember, every business is different which means that a ‘one size fits all’ employee induction template just isn’t going to cut it.

Yes, you can use templates as a guide, but ultimately you’re going to need to do some serious tweaking before the program aligns with the unique operations of your business.

Similarly, every job is different. This means that even if you’re training up recruits for the same company, elements of your new employee induction program may be markedly different. Don’t slack off on this pointer, because a vague staff induction program is practically useless.

Cover the basics

While some aspects may have been covered in the job description, hiring process and interview, it’s important to review ALL basic protocols during the staff induction process. Include everything a seasoned employee takes for granted, covering things like holiday leave, sick pay, personnel practices, health and safety rules, dress code and so on.

Assign a mentor or buddy

If you have the manpower, it’s always a good idea to assign a mentor or buddy to your new recruit for their first week or so. Keep it casual, and let them know that if they have any questions, queries or issues, this particular colleague is there to help.

For example, the new recruit will likely feel more comfortable asking their buddy whether it’s OK to duck out for a five-minute coffee break, as opposed to knocking on their supervisor’s office door.

Don’t neglect values, ethos of philosophy

As well as the hard stuff like performance expectations, shift hours, dress code and so on, your employee induction template should be underpinned with your company’s values, ethos and philosophies.

You can choose to dedicate an entire module to this, or simply pepper the induction with elements that refer back to the business’s beliefs. The early training stage is a wonderful opportunity to ingrain your business’s philosophies in new recruits, from the word go.

Have regular check-in sessions

Regardless of how flawless you think your new employee induction program is, it’s still important to schedule regular check-in sessions with your new recruit. This gives both parties a chance to address how the induction is going, and helps to streamline the overall orientation process.

The bottom line? The more enlightened, confident and comfortable you make an employee feel, the better their performance. Therefore, while the initial employee induction program may chew up a little time, payoff in the form of performance, loyalty and efficiency is well worth your while.

Check out our Ento blog to find out more about getting the most from your employees through strategic workforce management practices!

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