5 Reasons To Have A Formal Induction Process

Nepturnal

Many companies onboard employees at least annually. Some of them have a formal training structure and some simply make a casual introduction of the new-start to their team members and leave them to figure out things within their new environment on their own. Although there are arguments to support the latter of these options, many of them revolving around budgets and time constraints, here are five key reasons why a formal induction process is vital to the success of your business. 

Attracting exceptional candidates

In the current candidate-driven recruitment market, we are forced more and more to ensure our companies stand out to potential employees. If you are an employer who wants to recruit the best candidates, it is vital that your workplace exhibits the same high standard. Part of this level of quality is found in the induction programme you are offering. Potential employees have moved beyond seeking basic hygiene factors as was the case in days gone by. They now have much more intricate and sophisticated requirements of their employers and one of these is the length to which training and development is offered within a company. A lack of clear induction structure may lead the candidate to believe that there is no real development opportunity within your firm and they may choose to lay down their routes at a company more focused on helping them build a foundation for their career. 

Retaining key talent 

Of course, attracting talent is only one step when building an exceptional workforce who innovate and produce for your company on a daily basis. A key consideration when we look at on-boarding high quality candidates, is how we are going to retain them. It is important not only to look at what a candidate will bring to you company, but also what your company can do for their career. Your induction process is the perfect time to bridge any gaps between their experience and qualifications and the performance you will expect from them on the job. This allows them a confident start within your business which will make it more likely that they will stick around for a while. 

Efficiency in the workplace

Another primary concern for businesses is how productive their workforce is. It is vital to get a good return on investment from your team and in order to do this they must work efficiently. A key contributor to efficiency is fluidity, meaning you want your team to be on the same page in terms of time management, organisation and team dynamics. These are all areas which you could include in your induction training enabling your team to seamlessly blend together in the early days. Giving the same strategies to each candidate upon joining the team allows you to integrate a standard procedure for productivity and prioritisation from the beginning. 

Communication within your team 

A formal induction process is a great time to exhibit the exceptional communication that you enjoy with your team. It is a time to encourage questions and discussion about the role ahead. This gives your new-starts the chance to iron out any queries or doubts they may have before beginning the daily grind, making it much less likely they will make many mistake within their first weeks or months. It is a good time to cultivate an open and healthy culture towards learning and to set out a structure for asking questions and communication with management in the future. 

You have already invested in recruitment 

As touched upon earlier in this article, one of the primary drawbacks to a formal induction is its cost and the fear of investing in employees at such an early stage, before you can fully appreciate what they will bring to your business. However, it is important to consider the investment you have already made recruiting your new start. Whether you have engaged a recruitment firm, posted job ads on Linked In or simply just dispensed of senior staff for the day to accommodate interviews, it is important not to let this investment go to waste by allowing your new joiners to embark upon a career within your firm with little to no foundation. 

We must consider how we could be doing induction differently. Reflect on how you currently on-board new joiners and perhaps ask some of the more recent additions to your team how they feel the process could have been done better. Do not be intimidated by the tens of thousands of pounds spent by the big players to court potential recruits and understand that there is an on-boarding process to fit every budget. We must stop hesitating because we can’t afford to and perhaps consider if we can afford not to. 

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