Welcome Aboard!

In our last blog we talked about the challenges you face as an employer following the impact of Covid-19, Brexit and the war in the Ukraine and the huge increases in the cost of living and now fears of a world recession.

Recognising the challenges that you face, we wanted to impart, from our font of knowledge, some really informative insights into:

1)   How to attract high quality employees.

2)  Once you've got them on board, how to help them to hit the ground running and feel part of your organisation at an early stage.

3)   Put strategies in place to assess how your current workforce feels about working for you and how to keep them committed to working for you.

4)  If you are in the unfortunate position of having to make redundancies, how you can do this in a fair and professional way and minimise the risk of any ET claims being made against you.We talked previously about Recruitment and some key approaches to attract high quality employees.

We talked previously about Recruitment and some key approaches to attract high quality employees.

Today our focus is going to be on Onboarding.  

Once you have recruited someone, the story doesn't end there.  An employee’s first impressions of an organisation have a significant impact on their integration within the team and job satisfaction. By having a robust induction process in place, it is a great opportunity for your organisation to help the new starter to settle in and provide them with the tools and knowledge that they need to perform their role.

The benefits for you of a robust induction process is that it can reduce turnover, absenteeism, disruption to your existing team and increase employee commitment and job satisfaction at an early stage.

For new starters, an in depth induction process will help them to understand more about your organisation, their role and ways of working, as well as an opportunity to meet new colleagues, learn from them and get up to speed quickly. According to the Chartered Institute of Personnel Development's 2022 Resourcing and talent planning survey, 28% of organisations have improved their induction process to enhance retention.

So let's talk turkey, what are the key components of a great induction process?

* Detailed guidance on organisational procedures, such as, equality, diversity and inclusion, health & safety

* Information about your systems* Insights into company values and behaviours

* An opportunity to meet the team and key stakeholders that they will be working with

* A robust probationary process which sets standards and expectations at an early stage and the support that will be made available to the new starter throughout their probationary period.

We hope that you have found this information useful!

For our customers who are already benefiting from HR Pulse, our HR documents and processes provide you with a robust approach to managing both the recruitment and selection and induction processes.

If you aren't currently, a HR Pulse customer, please feel free to contact us by clicking on the Get in Touch button above.

Looking forward to hearing from you!