Whenever a new employee starts at a company, there is always an induction. As an employer, you will have given various inductions throughout your career. But what about a young person? Here are some common questions associated with inductions and young employees.
What should an induction include?
An induction for a young employee should consist of all the usual induction procedures.
Professional human resources magazine HR Pulse states that an official induction should include:
• An introduction to your company, department and personnel structure;
• A layout of the establishment, depending on your building size and structure;
• The terms and conditions of employment;
• Relevant personnel policies, such as training, promotion and health and safety;
• Your company rules and procedures;
• Arrangements for your new employee’s involvement in the business area or unit;
• Employee benefits and facilities;
• An induction checklist, which will be used as a quick reference guide.
Why is it important to be clear in the induction?
It is important to be clear during the new employee’s induction as this is one of the things that will protect your business should anything go wrong with the employment in the future. For example, if you are clear about your company’s email policy in the induction, and the new employee breaches these policies, you are legally covered if you choose to go down the disciplinary route. Obviously all of the induction process will be written down and both you and your employee will keep a copy. However, there is less chance of confusion or grievances later on if everyone is clear about policies and procedures from the word go.
Is there anything I should mention prior to the employee’s start date?
According to HR Pulse, there are a few key things that are important to share with your new employee prior to their start date. These are:
• The time that they should arrive at the office (if you expect your employees to arrive ten minutes prior to their shift starting, now is the time to let them know);
• Parking (if applicable);
• How they will access the building once they arrive;
• Company dress code;
• What they must bring to work on their first day.
It would be more useful to share this information with your new employee via email rather than over the phone. This means that they will have the information to hand should they need it.
How much information should the employee receive on their first day?
This really can vary depending on your company policies but it is important not to overload a young new starter with information on their first day. Your new employee is probably itching to get their teeth into their new role and doing this can result in being a real test of your new employee’s attention span! As a guide, any information that they are required by law to have (e.g. health and safety procedures) or that they will struggle to do their job without (e.g. computer passwords) should be given on the first day. Anything else should be planned in throughout the week.