Why invest your time in a thorough induction – what are the benefits?
Surveys commissioned by the CIPD estimate the average recruitment cost to business cost to be £4500 - £6000, and state 22% of new starters leave in the first six months. Investing time and energy in a thorough induction process can have a lasting impact on the retention of new starters and is a major factor in the newcomer’s future success. ‘Sink or swim’ is an approach many employers take, expecting the new employee to demonstrate initiative and carve their own path, but this can be a high risk strategy which may back fire.
The most productive employees are engaged with the company – they understand the contribution which is required of them and they know how to achieve this - they belong. Proper comprehensive induction can fast track the contribution the employee makes, integrate them into the team a.s.a.p and give them confidence they have made the right move. Even before their first day, your company is responsible for the welfare of a new employee - important procedural and Health & Safety information needs to be imparted and if you haven’t told them the rules you are liable if things go wrong.
Before they Start – Pre-Induction
The period of time between receiving the acceptance of the offer of employment from your new employee to them actually starting their new job can be up to three months. This is a vulnerable time for the new company, some prospective employees decide not to join at all. They may be offered an alternative role by one of the other companies they applied to, or be persuaded to stay where they are by their current employer.
Providing information to the prospective employee in advance of their first day could make them feel more confident about the decision they have made to join your company.
Pre-Induction Information to consider
Practical information which will make their first day less stressful. For example;
Although making the right recruitment decision is a big deal for an employer, it is a bigger deal for the new employee. Put yourself in the shoes of the new employee – you may have been in this position recently or a long time ago. Feeling anxious, self-conscious, ignorant – aware of the promises they made at interview and anxious to live up to the commitments they made. Make it easy for them to hit the ground running by giving good advice, in easy to digest ways, in a timely fashion. They will be anxious to make a good first impression. The first day in a new job can confirm their hopes that they have made a good decision - or fill them with despair.
You may be tempted to assign the task of inducting a new employee to an existing member of the team, having a friendly face who is responsible for them in the early days is important, however anybody responsible for inducting others will need a structure to follow and some guidelines and ground rules. It is a mistake to abdicate all company responsibility for induction and leave it in the hands of someone without the correct information or incentive to do a thorough job. It is worthwhile setting up a standardised approach and giving the same basic information to all new starters to ensure maximum productivity at the earliest stage.