Induction process
In the business world of today, it has become essential for an organisation to ensure they select the best talent available and that they also nurture the existing talent. Unfortunately, recruitment of the best individual does not mean much without a proper system in place that will ensure their smooth transition to the workplace. Huge costs are devoted to recruitment, whereas the “first impression” individuals have of the organisation is commonly neglected. It is becoming increasingly important to adopt a proactive approach in our talent management practices, rather than just relying on reactive measures.
The first days, weeks and months of a new employee are critical in determining their engagement and commitment to the organisation. Any employee will tell you that the first few days, if not the very first day, have the biggest impact on them. Through a properly designed induction process, employees are introduced into the organisation and will be ready for the new changes they will face, will better understand the system at work and will be shown that they are supported in every move they make.
Apart from the above, some other key benefits to a new employee going through such a structured induction are:
The induction process can involve among many other elements:
A new job is a big change in someone’s life. Induction should be designed to make that transition as smooth and as predictable as possible. This, in turn, ensures that new hires will be comfortable and will have the support they need to “hit the ground running” and be productive.
Deanos Symeonides
HR/Coaching Consultant
In the business world of today, it has become essential for an organisation to ensure they select the best talent available and that they also nurture the existing talent. Unfortunately, recruitment of the best individual does not mean much without a proper system in place that will ensure their smooth transition to the workplace. Huge costs are devoted to recruitment, whereas the “first impression” individuals have of the organisation is commonly neglected. It is becoming increasingly important to adopt a proactive approach in our talent management practices, rather than just relying on reactive measures.
The first days, weeks and months of a new employee are critical in determining their engagement and commitment to the organisation. Any employee will tell you that the first few days, if not the very first day, have the biggest impact on them. Through a properly designed induction process, employees are introduced into the organisation and will be ready for the new changes they will face, will better understand the system at work and will be shown that they are supported in every move they make.
Apart from the above, some other key benefits to a new employee going through such a structured induction are:
- Fast-track understanding of the organisation and their place in it
- Full productivity in less amount of time
- Transference and acclimatisation with the organisation’s culture and values
- Higher retention rates (if all other processes support this view of talent management)
- Higher employee engagement and commitment.
The induction process can involve among many other elements:
- A starter pack containing all the possible information they may need to be able to start work and be effective. It will also serve as an introduction of the organisation’s other processes and Human Resources policies.
- A detailed timetable and timeline for the main activities that will constitute the new employee’s induction period (starting from prior to arrival, to even 6 months on the job, if necessary)
- A process of monitoring performance and gaining feedback on new employees’ view of the organisation, their motivation, productivity, and identification of potential development needs. This will eventually tie in to other Talent Management processes.
A new job is a big change in someone’s life. Induction should be designed to make that transition as smooth and as predictable as possible. This, in turn, ensures that new hires will be comfortable and will have the support they need to “hit the ground running” and be productive.
Deanos Symeonides
HR/Coaching Consultant