As a business grows, welcoming new employees to the team is a given. But it’s not quite as simple as signing a contract and showing them to their desk. To maximise efficiency and give your new employee the best start possible, an induction checklist is an absolute must.
We get that as a manager, you’re generally pretty flat-out. This is why we’ve done the hard work for you and put together a 101 guide to creating an employee induction checklist that works for your business.
Remember, every business is unique so feel free to add and remove components to suit your individual needs.
What Should an Employee Induction Include?
Your Induction Checklist:
The lead up
It’s always a good idea to get the onboarding ball rolling before your new employee rocks up on their first day. To boost efficiency and minimise stress, here are a few things you’ll need to organise:
- Let the new employee know where to show up, at what time and who they should report to.
- If your building is secure, you’ll need to organise access. If they’re jumping online remotely, remember to set them up with a quick catch up first thing to make sure they’re ready to get started on their first day.
- Do you rely on an IT system and individual log-ins? If so, create a new account before they turn up. This will save time and smooth out any IT issues that may slow down the onboarding process.
- Will your employee be needing a uniform? If so, ask about sizing and make sure it’s available on day one to help them feel welcomed and integrated.
- Send them their contract beforehand, so they get a chance to read it through before they start.
- You’ll also need a completed tax file number declaration form.
- A completed superannuation choice form is also a must. You can get them both from the Australian Tax Office. (Alternatively, Ento’s digital onboarding solution offers automated tax file number declaration!)
- Ask for the employee’s bank account details, then pass them onto HR if necessary.
- You should also have a copy of the employee’s emergency contact details.
- All new employees should be issued with a copy of the Fair Work Information Statement.
The first day
To ensure your employee hits the ground running, it’s important to make sure they feel welcomed, well-informed and properly equipped to do their job. Here’s how:
- Allocate a few minutes to show them around and introduce them to other staff. This includes a tour of the kitchen/staff break area, toilet facilities and personal storage. Online? Get them acquainted with the tools they’ll be using day-to-day.
- Issue the new recruit with a copy of your business policies or procedures, including general codes of conduct and work health and safety information.
- Have a quick chat about the history of the business, its goals and its values.
- Make it clear who the employee reports to, and any hierarchies that may exist.
- Issue the employee with their job description, outlining their major duties and responsibilities.
- Brief the employee on performance expectations and reviews.
- Let them know when and where to take meal breaks, as hunger is a one-way ticket to productivity loss!
- Outline operational procedures, including the process for sick leave and annual leave.
- You’ll also need to complete a workplace health and safety induction.
Employee onboarding tips
You’ve hired your new recruit, you’ve prepared your onboarding checklist and day one is fast approaching. Here are some more tips to amp up your employee onboarding strategy and maximise productivity
from day one.
Make the big announcement
You’ve just welcomed a wonderful new member to your team, so get excited about it! Send out a company-wide email introducing your new recruit and welcoming them to the team.
Make your new recruit feel beyond welcomed by throwing a mini celebration. From a Friday happy hour to a morning tea, be as extravagant or as budget-conscious as you like.
Stay in touch
After hiring, be sure to keep communication lines open with your new recruit. This means keeping them updated, and letting them know that they’re always welcome to get in touch if they have any questions.
Ultimately, this will also help to build a sense of community and belonging before they get started.
Outline critical stakeholders
Whether you’re a nationwide franchise or an independent business, brief your new recruit on critical stakeholders. This will help them understand who fronts the company, why they matter and who they need to impress.
Every company has its own unique vocabulary, so take the time to educate your new employee on any unique terms and phrases.
Attention to detail
Never underestimate the importance of sweating the small stuff. From how to use the scanner and when to take lunch breaks to clocking in and out of shifts, it’s the little things that can often trigger the biggest frustrations.
Onboarding does take time, but ultimately the investment will quickly pay for itself in the form of an employee that’s engaged, empowered and ready to hit the ground running.
It helps to have intuitive onboarding software that can automate your onboarding processes. Find out about Ento’s digital onboarding solution today.