Have a induction plan in place!

“An Effective induction program supports your recruitment efforts”

Research shows that a practical, structured induction process reduces staff turnover. This will initiate positive working relationships right from the get-go with your employees, suppliers, colleagues and customers.

Depending on the size of your organisation induction process can run anywhere from a couple of days or weeks if the company is a substantial size or possibly multi-outlet or various properties in the company. Here are some points below.

Explain the company’s mission, values and policies  Man giving curriculum in a job interview. Guy giving a curriculum vitae to his interviewer in a job interview stock image

The general induction should be designed around new employees to understand your company’s values, vision and policies and procedures. A good idea is to have this done or the program started on their first day of work.

Plan your program

Plan a thorough program to familiarise your new employee with the policies and procedures of your business.

  • Set meetings with Colleagues that they will be working with and key people in other departments.
  • Show around; this may have been done a that the interview stage, but a further in-depth tour in beneficial.
  • Make sure everything is dated and documented.

Employee Handbook/ Pamphlets /copy. 

It doesn’t have to be expensive and flashy, but having something to hand out with the information can prove to be invaluable.

Having these to hand would be great if you have seasonal staff, casuals, regular new starters, above all have consistency across everything in black and white.

Include in your copy:

  • Your policies
  • Pay, Sick, Holiday, Bank holiday’s
  • phone numbers, who to report to.
  • General guidelines around the workplace.
  •  Harassment, theft, and training options
  • Team leaders, General managers, Management team and structure.

“Give your new employees a warm welcome”

First impressions count, so start with a warm welcome. Introduce the new employee to key staff, mostly everyone with whom the new employee will be working throughout a shift. The new employee needs to understand the “big picture,” how each position relates to the others on the team, and how the organisation relates to other departments or areas of the operation. If possible, schedule meetings with each department that the new start would work.

 

Company’s history  Chefs cooking food at cafe kitchen. Happy men chefs cooking food at cafe kitchen. Two cooks making food dishes in restaurant kitchen royalty free stock image

 

“Let your company shine”

Shout out, be proud. Talk about your companies culture and why you enjoy your job. Having pride in your company helps employees know they are part of the bigger picture.

Provide them with the essentials.

Remember your first day on the job, never underestimate the little things. Point out the location of the Toilet, staffroom, store belongings and smoking area.

Be sure to state property and cybersecurity procedures, lock up and closing procedures if they will be responsible. Go over your emergency policy and First aiders and Nominated fire evacuation crew and fire point.

Give them the information on how you conduct business with an overview of behaviour expectations with colleagues and customers.

“Pair your new starter with “buddy” or “shadow” a more experienced employee who can answer general questions later”

Hospitality manager giving instructions to apprentices. Hospitality manager giving instructions to the apprentices stock image

Complete necessary paperwork

Companies can also use the program as the time to have new hires sign all necessary paperwork and other benefits that your company may offer.

Employees want to know the dates and how they will be paid. Make sure there is a concise understanding of any bonus, appraisals, probation period raises. Again, make sure this is all recorded.

Set job and employee expectations

Review the job description, pointing out what’s is required for the position in regards to hours, staff meetings, workload, training and job appraisal.

Pay extra attention to sharing your customer service standards. How to l to do meet these points and be successful in their new role.

Begin the training program

Begin the program on the first day, provide preliminary training, whether it’s how to do some manual tasks, how to handle phone calls, anything to help get them going.

The Explain that you’ll offer ongoing training in the days ahead. Affirm that there are no silly questions and to ask!

“Have open communication”

Checklist and record

Because an employee’s induction can be broken into multiple phases, you might want to cover off these fundamentals as soon as possible. Create checklists to keep from overlooking essential points of your program not only to tick completion but consistency for all of your new employees. Furthermore, it will give targets for your new starter to meet and exceed!

Ma the time to do it right and set the tone.

“Make first impressions with your new employee count”

Purple Carrot Recruitment 

When taking on vacancies from our clients, especially new clients, we like to get to know your induction also. So that when we represent your vacancy to candidates when they get to the final stages, we can pass on the process to make the new hire as seamless as possible.

If you are looking to partner with a specialist hospitality recruiter to look after your recruitment needs, please contact us at: 

[email protected]

 

Candidates can Register:  HERE