NEW RECRUIT - ONBOARDING/INDUCTION

How can you quickly get your new employee feeling engaged and delivering?

You have gone through the time of advertising, interviewing and doing all the checks you need for your new employee. Your expectations are high – you need someone to quickly help you.  More often than not your new recruit doesn’t work out the way you wanted them to.

What can you do to make sure your new recruit works out?

Onboarding is the process of getting your new recruit into your organisation and making them familiar with how you do things.

Onboarding can start before they join and continues well into the employment journey.

I provide as part of our New Employee Toolkit, a document which is called “getting to know us”. I listen to how you describe your company, what sector you are in and the impression you want your new recruit to have of you and this is conveyed in the document you are given. You can add to it and amend it. This helps to give your new recruit an idea of what you are looking for and how things are done in the company.

Onboarding process

Your onboarding process should introduce new recruit to your culture, policies and terms of employment as well as their responsibilities. This might include an induction plan, for example a guided tour of building they are working in or set up if working from home, travelling about, IT set up, health and safety induction, meeting key clients, expectations on how customers are greeted, complaints and issues are dealt with.

Get the new employee’s details to set up on payroll or on your HR system/spreadsheet.

The success, or failure, of the employment journey sometimes depends on how quickly and well the employee settles in, the training provided and how the employee feels treated. Ensure you ask them on a regular basis how they are settling in, what else they need to make them feel part of the team, how they can contact you.

A probationary period allows time to monitor the performance and effectiveness over those early weeks and months. The probationary period is a 2-way process by which you are both getting to know each other. Meet with them regularly to see how things are going and offer any support to help them succeed in the role. Don’t forget to document the objectives set, what help and assistance is being provided and what else can be done to help the new employee succeed. 

It takes time to recruit and onboard and if the person can be supported to improve it is quicker and cheaper than starting again. 

Make sure your contract allows for a simple process to manage an employee exiting during or at end of probation.  

Here to help

Please contact me for more information on New Employee Toolkit or for advice on amending and reviewing your contracts to ensure they are fit for purpose.  The first call is free and I’m happy to have an informal chat. Email me on luella@luelladixonhrsolutions.co.uk or contact me via my website on Contact Us - Luella Dixon HR Solutions Luella Dixon HR Solutions. Text or call me on 07703381997.