Employer branding should not stop once you have recruited the best talent for that vacancy. In fact, now is the time to really impress, by delivering what you have previously only spoken about.
Recruitment is expensive and so you need to see a return on that investment as quickly as possible. In order to do this people need to integrate into your environment quickly, so that they can focus on what they were appointed to do.
Each organisation has its own USP; whether it’s your culture, values, vision, or product, so there is no one-size-fits-all approach to induction and getting the best from your new talent. It is important that it happens though, so that your new talent doesn’t quickly become disillusioned. From personal experience and practice, here are some of my recommendations:
Start with a warm welcome. Time is precious but taking time out of your busy schedule to greet them will go a long way to engaging, and will reassure them that they made the right choice.
Let everyone know. This may seem a little strange but I have seen at first-hand receptionists unaware of new employees starting, which is not only unwelcoming but also perceived as unprofessional.
Preparation. By failing to prepare, you are preparing to fail. This old adage is certainly true, irrespective whether you are an SME or multinational organisation, preparation is the name of the game when conducting an effective induction. It does not have to be completed in one day, but should occur as soon as practicably possible, and include:
- A tour of the building and where things are located, i.e. refreshments, restrooms, fire assembly points, stationery
- An outline of policies and procedures, and where they can be accessed
- An introduction to the departments/teams that they will work with
- Who to provide personal details to, i.e. bank account, next-of-kin
- A meeting with their line manager to agree on objectives during their probationary period
- Overview of IT systems or databases used
Agree on objectives. Objectives are more likely to be achieved if they are owned by the employee, so you need to have a two-way discussion outlining your expectations but equally allowing the professional the opportunity to put forward proposals.
Mentoring. Mentoring someone through their probation period sets a strong foundation on which to establish and retain your best talent. This works best when agreed meetings are set, but businesses can also benefit from an open-door policy.
Include and acknowledge. Help them to build positive relationships by introducing them at meetings, and inviting them to lunch or events.
You’ve expended both time and finances on finding the right talent, so don’t let it be futile. Take care to support, develop and engage your talent and success will follow.