Induction Checklist for New Employees

Reading about Steve’s recent induction training programme for Cabot Financial reminded me how often we focus on the big things and forget the simplest ones. This is too often the case when it comes to new people joining the organisation.

Of course, there is no such thing as a standard employee induction template that would work for every new starter in every organisation. But there are some pretty basic things it is possible to put in place.

More than 10 per cent of new employees leave within six months. And the reason too often is simply a lack of support. So here are my tips for welcoming a new employee – a new employee checklist if you like.

Smile

All new staff – including those returning from sick or maternity leave – are entitled to a good reception on their first day. Make sure everyone knows they are coming and that they are properly welcomed.

Explain the job

New joiners should spend time with their manager on the first day. However, the induction itself can be spread over several days or weeks. The critical thing is to help them quickly understand what is expected of them and how they fit in.

Introduce people

As well as meeting the key people for their role, the induction process for a new employee should help them settle in on a more social level. A buddy system can relieve some of the pressure on time-pressed managers and help with day-to-day questions. The buddy can also introduce the new recruit to colleagues.

Remember people are different

With a new employee checklist as guidance, tailor the induction for every joiner. Some people will need special attention, for instance school and college leavers or those returning from a career break. Also anyone with specific access or equipment needs due to a disability.

Keep a record

Have a proper review at the end of the probationary period and ask new employees to counter-sign to acknowledge they have had the necessary training and read relevant policies and procedures. This record can prove vital in the event of any health and safety incident or in any allegations concerning discriminatory behaviour.

New employee checklist

Remember to provide the following:

• Organisational outline showing where the role fits in;
• A clear outline of the job requirements and its purpose;
• Details of the probationary period and staff appraisal system;
• A description of where to find things and people;
• Legally required health and safety and anti-discriminatory behaviour information;
• Details of the organisation’s history, what it produces and its culture and values.

Elspeth Watt

Elspeth is a seasoned human resources consultant with experience working at a senior level for many household names including FIAT, Continental Oil, Eurotunnel and the NHS Health Education Authority. Today Elspeth’s unique blend of HR insight and pragmatic support mean she is much in demand as an HR consultant.

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