Employee Induction Checklist: The Must, The Should and The Don'ts

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Employee induction checklist: the must, the should and the don’ts

Published: April 25, 2018

It’s important to provide a good induction for new employees into your business. Done well your induction will not only be informative, dispelling any questions that new starters have but also create a sense of belonging among employees to emotionally connect them to the organisation.

We look at some of the musts, shoulds and don’ts of creating an employee induction as well as a downloadable checklist:

 

Must do’s for employee induction

It is a legal requirement for an employer to cover the following Health and Safety information. This information must be provided on the first day or before your new employee starts doing any work. As an employer, you must:

  • Provide details of all health and safety precautions an employee must take to ensure they are protected from harm in the workplace.
  • Inform them of any training they will need to carry out their job in a safe manner, without endangering others. Additionally, include details of any Personal Protective Equipment (PPE) they will be provided with.
  • Ensure they are aware of what to do in the event of a fire, accident or another emergency.
  • Provide details of your insurance policy, in the event of your employee suffering an illness or injury from workplace activities.

 

Your shoulds that need to be covered

After you have spoken to your new employee about everything you must cover, the following should also be included in your induction process to provide them with the best start possible.

  • The first thing to do is show your employee around the organisation. Think about their personal needs too, rest rooms, break areas, the low down on kitchen etiquette etc. When you give them a tour it’s a good idea to start by introducing them to their line manager and team. Be careful not to bombard them with too many introductions. Instead, have their line manager to set up meetings with various departments spread over their first week at the company. There is no need to rush out all the introductions on day one, especially if it is just going to stress out your new recruit.
  • In the weeks leading up to your new recruit’s start date, organise a ‘buddy’ for them to work with. Ensure you set up a meeting with this mentor on day one, as they will be the first point of call if your new employee has any concerns.
  • It is also important that you collect all the vital documentation you need from your employee on that first day. This includes their National Insurance details, proof of address and P45 form, among other things.

Covering information like where they can find the facilities, what their hours are, lunch arrangements and holidays are also important to get out on the first day. You don’t want your new recruit sitting at their desk, tummy rumbling, because you didn’t mention they could take lunch whenever they are ready.

 

What to avoid

When inducting a new member of staff into your organisation, it is a good idea to avoid the following:

  • Not having any induction at all or delaying the process. You should always have an induction as it is very important to the success of your new employee. But, not all businesses have to have the same style of induction. What works for an international cooperation, might not work for a company with 15 employees. Therefore, aim to find the best type of induction for your company and begin the process promptly, on day one, for every employee.
  • Throwing too much information at your employee all in one go. Your induction needs to cover all the essential information but, bombarding your employee with too many new people, too much information and loads of paperwork will only end up making your employee feel overwhelmed and flustered. Instead, stick to the important information and organise sharing other information and introductions with various departments across the first week.
  • Leaving your new recruit with nothing to do or taking lonely breaks. You should make sure that your employee has company on their breaks if it’s desired, and use downtime productively.
  • Instructing your employee to get straight into the job without an induction. Forcing your employee to jump straight into their role, without any proper instruction, will leave them with a lack of confidence in their ability to fulfil their job requirements. Therefore, it is very important to gradually introduce them to their role, providing the opportunity to attempt various tasks in a supportive environment.

 

The most successful organisations of the future will succeed because of their ability to encourage the inclusion of all employees in making decisions, developing knowledge and learning opportunities at all levels of the organisation. So, make sure your induction creates a natural pathway into learning and development planning and to sustain the positivity created by your great induction experience, unsure regular check-ins are in place between new employee and line manager moving forward.

 

To assist you in implementing a successful induction experience, here is a free Induction Plan:

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