Onboarding and Induction

Good people are hard to find.

Onboarding starts before the new person walks through the door! If you have been successful with your recruitment, make sure that your onboarding continues to support the recruitment process.  

Onboarding starts before the new person walks through the door!

Often people have to give and work a notice period. They may even continue to consider other positions during this time. You want to let them know they have made the right decision to join your company, so keep in touch.

If you haven’t already provided them with their contract of employment and copies of key documents, working practices etc, make sure these are provided as soon as possible. If you have any in-house systems that they can immediately be included on, let them know and give them log-ins (e.g. you may have an HR Portal you can give them access to). If there are any communications that it would be useful for them to received (e.g. company newsletters, announcements), make sure they receive these. If you have a welcome pack – send it!

Keep in contact as best you can and remind them how pleased you are that they will be joining.

When they arrive – Be prepared

Make it clear that you have spent time preparing for their arrival.

Let others know they are arriving. Make them feel welcome. The worst thing for someone joining a new company is to walk in and no one knows they were coming!

Make sure they have everything they need, from a desk, computer, phone, equipment etc.

If they are fully remote working, get equipment to them prior to their start date and arrange a welcome via zoom/teams/video conferencing.

Schedule of activities and training

Plan their induction and a schedule of activities and training for the first couple of weeks or however long you need to. Give them a buddy who can teach them the ropes.

Make sure their manager checks in with them regularly to monitor their progress and review progress at regular intervals during any probationary period (e.g. a monthly catch up where you can discuss progress, review training, review the job description to see progress etc).

The more effectively you induct people, the sooner they will become productive and settle into their new job.  

Poor onboarding and induction can greatly contribute to new starters leaving the business within a short space of time. If someone cannot settle (and does not feel welcome) they are more likely to look for somewhere they will feel more at home! If this happens it is a waste of time and money – for everyone. So, minimise the risk of this happening with good onboarding and induction processes.

Next Steps and Further Reading

If you want to read more, use the links below to YourHR.guide.

You can sign up for a FREE account and get (limited) access to guidance and templates and receive email updates about changes in employment law as they happen. Just visit https://yourhr.guide/ (please note that some content is restricted to Premium members only).

1. New Starters

2. Eligibility to Work in the UK

3. The Importance of References

4. Induction Training

Templates & Downloads

If you need assistance with any aspects of your HR, we’d be happy to help. Contact us on 01702 216573 or [email protected]



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