A budding relationship
After investing a lot of time and resource into recruiting the perfect candidate, it makes sense to demonstrate the same commitment once they start.
The induction period is a pivotal point in whether the candidate stays with your organisation or jumps ship. Follow our advice and you should have one happy employee.
You might think job done once the contracts have been signed but this is just the beginning. Now you move from recruitment to retention.
At this point the relationship is still budding; it takes a welcoming and well executed induction period to make it blossom.
It’s vital that during those first few weeks when the candidate, your new employee, arrives you invest the time to make sure it goes smoothly.
Make sure you have a good induction plan in place. There are too many examples of recruiters investing no time into the new employees first week or months – causing them to regret their decision to join. So the recruitment process starts over again and the cycle continues.
So how can you ensure your new employee enjoys their time with you?
Sometimes the gap between the acceptance stage and the start date can be quite long, and it’s important to keep the candidate engaged. You don’t want them to lose interest. It’s a good idea to maintain communication throughout this time and set up a few informal meetings, this should be via your recruitment manager. This will show the candidate that you are enthusiastic about them starting with you.
Also think about sending a welcome pack, including an organisational chart, for them to read before they start. This will help them prepare for their first day and give them a fuller understanding of the organisation and spur there interest.
It’s vital there is an induction plan in place from day one of them joining.
This is your chance to show the candidate that they made the right decision in coming to work for you. Demonstrate your organisation skills by ensuring their laptop, work station, work pass and login details are ready for them as soon as they walk in. You don’t want to seem like you have forgotten about them!
The induction plan should also include milestones such as one to one’s with relevant staff, critical meetings, training and development dates and duties they are to undertake during this time.
The induction plan is the key as it will give the new starter a clear view of the path ahead of them. It will also help them to understand the role they are going to be doing and where they fit in the organisation.
Outline key work priorities so they know what they are working towards and gives them something to aim for so they feel useful from pretty early on.
During their first day, you must also cover all health and safety policies and take them on a tour of the building, ensuring to point out fire exits, the restaurant area and toilets. You should also discuss the organisations culture, dress code and work hours as well as holiday and sick leave policies. This will ensure the new starter understands where they stand from day one. It also helps them to feel comfortable with their behaviour as they may be feeling conscious being in a new environment.
Finally, the most important thing you can do is to make sure your new starter feels supported during this time and part of the team. Ensure that you or their manager are accessible throughout and schedule regular catch ups to see how they are enjoying their new role and how you can help their transition.
Remember they are new and it can take people a good six months to settle. Also you will need to adapt to and get used to them. Good relationships take time to build.
To help this make sure you arrange regular 1-1 meetings and don’t expect them to know your organisation inside out after a day, a week or even three months!
Take the time to help them settle and you may secure a long term employee – fail at this milestone and you might be recruiting sooner than you think.
Regular review meetings will help the employee settle into their new role and enable any issues to be quickly identified and resolved.