If you’re planning on growing your business this year, there’s a chance that you’ll be recruiting new staff to join your team. Whether you have an expansive workforce with a dedicated HR department, or you own a small start-up and are hiring for the first time, having a good induction set-up is vital to ensure that your new starter joins on the best foot possible.
Not only will they feel more welcomed and secure within the business from receiving a thorough first-day initiation, but your company will also benefit from an employee who is sure of where they stand and what they need to learn.
Opus Energy’s learning & development team gives us a few handy tips to ensure the happiest hire possible…
- First things first: health and safety
- Make sure you’ve covered your emergency procedures. For example, where are your fire exits and meeting points? Have you gone over who your first aiders are, what to do if you have an accident at work, etc.?
- Do you have any technical equipment in your workplace? Make sure everyone knows how to use it safely.
- Leading on from this, make sure they are also aware of any manual handling techniques (if appropriate).
- Help your new starter to understand your business
- Allow them to understand and engage with the business (run through your company values, achievements, growth and history).
- Get them involved straight away. Don’t leave them out of any meetings, activities or decisions just because they’re new.
- Make introductions; let them meet their team and any other teams that are important to them. Give them a tour of the building to meet new faces.
- Understand your new employee
- Don’t get bogged down by paperwork and administration; try to build a rapport.
- Get to know them better. This will help you find out their learning style, allowing your business to make their learning quicker and more effective.
- Try to understand in greater detail what their previous experience is. You’ll know them better as a person and find out where it can be used to improve your business.
- Set expectations at the start
- Start with the basic company expectations. HR policies including absence, lateness, equality and diversity etc. should all be made clear at the beginning.
- Follow up company policies by setting behavioural expectations such as communication with colleagues, line manager or suppliers.
- Lastly, set a training/development plan with them to ensure both you and the employee knows that these expectations are being monitored and met.
- Systems training
- Now we’re getting technical. Make sure your new team member knows how to use any relevant databases or software packages for their specific job role.
- Don’t push anyone into the deep end. Allow new starters the opportunity to ‘have a go’ in a safe environment, so when they go on the job they feel more confident.
- Finally, and most importantly, have fun!
- Try, where possible, to make learning, activities or time on team fun for the new starter. It’s easy to forget how overwhelming the first day of work at a new company can be, so small efforts like this will be appreciated.
- Spend time getting to know the new starter on a personal level. If all goes to plan, it’s likely that you’ll be spending a lot of time in the future with your new starter, so acknowledging them on a level outside of the work bubble will go a long way.