Congratulations on your new hire!
You have invested time and resource in finding the right individual to join your team - now the most important part of the process begins!
Cjeck out the video below to find out just exactly why a great induction and onboarding experience is so important.
The importance of a great induction
Click on the video above to find out more about the importance of induction. Captions are enabled.
Using this toolkit
The induction pathway in this toolkit follows the steps you will need to take from the moment the new recruit has accepted the role, to the end of their 6 month review period for bands 1-7.
The sections in the toolkit are:
Principles of a good induction, Pre-arrival , Day 1, Month 1, Month 3, Month 6, Ongoing development.
Each section provides a checklist of things for you to ensure you have done at each stage of the process.
You’ll find each section laid out in order within this toolkit. Each section has a different page and resources that you can use to guide you through that period of your new starter’s induction.
There is also a guide and checklist for you to share with your new starter that you should work through and check off together as you proceed. Use your regular one-to-ones to check that everything has been covered, making sure your new person is settling in well and get feedback from them on their induction and experience.
Your repsonsibilities
As a line manager you are responsible for ensuring that your staff receive a well-organised and consistent induction. This will require planning, time and resources.
Key things that you need to do are:
- Complete necessary forms and tasks before your new starter begins
- Implement the induction plan
- Make your new starter feel welcomed and supported
- Make time for your new starter
- Review their progress regularly
- Set targets or objectives over the first month
- Discuss development needs
Although you may delegate parts of the induction to relevant subject matter experts, you are accountable for the overall process.
In terms of discussing development needs, this is often forgotten for new starters, but remember that very rarely does someone come into a role being able to do all of it, otherwise why would they take the role? If a role has no challenge, staff will easily get bored and perhaps leave. Set your new starter up for success from the start by looking at what support they will need and how it can be given.
We'll differentiate here between the School induction and the local indiction. The local induction is the support available during the journey into being a productive, motivated and empowered member of the team and department/division etc.
Whilst the School provides everyhting you need to cover in the School induction, the local induction will be a mixture of individual, team and function things to know, do and learn. This toolkit will walk you through what you need to to do and cover at each point with handy checklists and templates. So let's move on into the process of induction.
Getting started
Once you have made the verbal offer to your chosen candidate, please: follow all the steps laid out in the onboarding new starters webpages, to make sure you cover all the processes and forms needed to get your new starter stet up and onboard.
Alongside this, move on to the pre-arrival stage of this toolkit.