Rounding up this little 'recruitment' mini series with...induction.
In-whatnow? 🤷♀️ 🤷♂️ 🤷♀️
Induction.
An extension to your onboarding, a solid induction should help someone integrate into the team, learn more about the organisation as a whole and their role in it.
No, I'm not talking about a 1 day quick fire intro before you throw them in the deep end. We are over (or should be 🫠 ) the days of 'sink or swim'.
So, what kind of things should you avoid when it comes to creating an effective induction plan?
💡 Providing too much, too soon - we don't need to give all the information on day one. First days are overwhelming for all kinds of reasons, so a stepped approach is usually better
💡 One-size fits all approach - ideally, we want to tailor each induction to take into account the role of those joining, any specific needs they may have, prior knowledge etc.
💡 Not including the team - I'm going to say it agaaaiiiiiin - your people are your biggest asset. Talk to them, find out if there is anything that they think might make the induction programme better, or maybe there are role-specific bits of information that should be included. Induction should be a shared process.
💡 Not making space for culture or values - yes induction needs to cover key elements of compliance and business, but it should still feel like it aligns with your business, your culture and your values. It shouldn't feel like some stuffy add on that you downloaded from some website.
💡 Not making use of feedback - have you asked any of your existing team how they found their induction? If not, why not? As your business evolves, so should your processes.
What other things do you think can be stumbling blocks when it comes to creating an effective induction?
#ukvirtualassistant #ukrecruitment #ukhr #hrassistant #hradmin #induction #onboarding
