How do I induct a great hire

If you want to retain and inspire the staff you’ve invested so much time and effort in recruiting, I believe there’s no better place to start than with their induction. Hiring a new member of your team is a costly and time consuming process, so it’s important to most managers that their new recruit is making a positive impact as quickly as possible. A well thought out induction process allows the new recruit to feel happy and comfortable in their new role, and start working effectively as soon as possible.

I’m sure most of you have experienced a bad induction – maybe you were just pointed in the direction of your desk and phone and left to swim or sink? Or maybe they gave you the whole day to read through a health and safety folder that contains 3 sides of A4? I may be exaggerating slightly, but either way, there’s a strong chance that a bad induction will lead to the new recruit feeling either incredibly overwhelmed or regretting their decision to take up the ‘new challenge’ that they were hoping for and felt was promised in the interview.

Here are my tips for a successful induction:

Start before they arrive
Once it’s confirmed the candidate is joining, channel that motivation and get them learning straight away. This could involve articles about the company vision or strategic view, or maybe there are some gaps in their skills that they can brush up on before the start day

A warm welcome
Make sure that all relevant staff are aware and ready for the new starter. The immediate manager should definitely be there to welcome the new starter so they feel valued, and assign the new starter a buddy that they can go to with questions or concerns. The induction plan should include a tour of the office and introductions to relevant team members to make them feel welcome

A personal touch
An induction needs to be specific to the new starter’s role and must give them a sense of how their individual goals fit into the strategic direction of the organisation. Make sure that the new starter feels like their role is valued and their career path is recognised

Don’t stop after week 1
Continue to monitor the induction of the new starter and make sure that any concerns are addressed. It’s important that you ask for feedback from the new starter so that you can continue to redefine and improve the way that you introduce employees to the organisation

I know this may sound like a lot of time to spend on one new starter, especially for large scale businesses that are hiring constantly. However, spending that time is the only way to ensure a successful start for a new employee – one that should end in a long term and successful relationship for both parties.

For more advice or insight on the skills you require, please contact Pete Lishman on 01789 269 677 or at