Part 1

How to create your new starter induction Part 1

In this mini-series, we will be unlocking the secrets to help you plan, design and prepare to deliver your own new starter onboarding induction.

You might already have an induction that you deliver to your new starters, this information can be used to check your induction is covering everything your new starters need to perform from day one.

Whether you haven’t any induction for your new starters and want to create one or have something in place that you need to improve upon, you want your new starters to get the best possible experience when joining your company and this guide will definitely help you with that.

The assumption here is that you have people in your business capable of managing the project to completion and able to take this project on and trainers who can design and deliver training material.

You will also need buy-in from the senior leadership team who want to see changes within the business that support an on boarding programme for new starters. This will enable you to make decisions and allocate additional budgets to achieve your goals.

When considering a formalized induction for new starters who join your company, three elements will support the successful implementation:

1 A clear purpose – understand what you want and need to achieve a great induction experience.

2 Preparation – get everything you need in place from tools, skills and experience.

3 A great team – identify the people and resources that can help you deliver your goal.

Spending time researching and preparing will serve you well throughout the project.

First things first

Time for some research…who will be required to attend the induction?

Our view is that everyone, whatever their role or position in the company, when they join they attend the next available induction (yes whether it’s a new M.D. or new customer service agent!) This sets a precedent that says the induction is important and not just nice to have i.e. your induction serves the purpose it is designed for: to prepare people to join your business and learn about its culture, values and mission before they start their role. So you need to have the buy-in from the senior leadership team that there are no exceptions on attendance.

What’s the recruitment experience, what are the numbers and what’s missing?

Spend some time working with the people who manage your recruitment, either your HR department or Heads of Department. Look at recruitment numbers over the last six to twelve months; which departments need additional people or replacements in that time and which departments have high attrition? How many leave within the first 3-6 months and if you have access to the information, why people leave?

Discuss with department managers their experiences over the first 3-6 months for their new starters. What do they spend time having to do to get them up to speed? What content would they expect in an induction that would benefit all new starters?

Useful tips

Put all the feedback and ideas you collate and write up into sections of importance for your induction.

  • Section 1: All the knowledge and skills that help all new starters. Everything that is important to a new starter.
  • Section 2: The knowledge that is nice to have or nice to know
  • Section 3: Job specific info that may need to be covered by managers
  • Section 4: If money was not an issue – what other subjects/skills would you cover.

Then discuss with a cross section of employees about their new starter experiences: what went well, what would be an even better onboarding experience and why, what information would have helped them prepare for their role and what experiences can they share from other companies that they found useful? You can do this with an anonymous survey, 1:1 meetings, online forums or group discussions, whatever ensures you get the quality feedback you need.

You should now have some great information to start building your new induction and begin to identify the budget and timescales. We will look at these in more detail later. While doing this research you may also uncover additional feedback that can be used to improve job descriptions, job adverts, recruitment processes and improvements to communication within the business that help other departments and the on-boarding experience. In part two we will look at what we do with the feedback gathered and decide what is a ‘need to have’ and what is ‘nice to have’ included in our induction.

If you’re thinking about putting a new starter induction together,
and need support and resources to get it done,

why not get in touch today and talk to us about your ideas?
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