One way of achieving this is by having a well-planned induction process in place, which will ensure your recruit feels welcome and valued as a new starter.
Gary Tomlinson, head of human resources at Kia Motors, says: “A good induction should make new starters aware of the values and standards of a business and its brand.
“It is known that people starting a new job can take up to six months to operate at 100% of their capability. A well-thought out induction can speed up this process, engage a person and make them feel part of the working team.”
Though Kia does not currently operate a centralized induction course, technical recruits are required to attend an introduction to the brand and its technology.
“We’re also working together with another company to set up a course for new recruits that will focus on the brand and developing enthusiasm for it,” says Tomlinson. “But at the moment it’s up to individual dealers to do inductions.”
How to plan your staff induction programme
When planning an induction programme, it is important to consider the length of the process, which will depend on the nature of the job and the amount of information that needs to be conveyed.
It’s generally better to break information into bite-size pieces and mix it with activity and meeting co-workers, rather than trying to get everything over quickly.
On the first day a warm reception from other members of staff is important, as is going through the necessary documentation, paperwork and the staff handbook.
Basic health and safety information specific to your business should be addressed, though more indepth details can be left for a later stage.
It is also important to note that new recruits will be keen to show they are enthusiastic and by having tasks prepared for them to do, you will build their confidence from the start and make them feel valued.
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