How Do You Provide Effective Staff Inductions?

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Welcome on board sign on a door mat

So now you have managed to attract and recruit the right staff, let’s consider getting them ready to be the face of your business.

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Depending on the industry sector you operate within there may be many different aspects that require to be covered before a new member of staff can be let loose!

The key to success in this area is all about planning for their start date, it should never be a surprise to reception when a new start turns up for their first day.

Just think what message this sends to your new employee and the value you place on them?

Piles of paper


Often within certain sectors there is an ambition to run a robust induction, but the reality is that the new employee turns up and is thrown in at the deep end as some other challenges have arisen that day. It may be that the new start is partnered with another member of staff, much to their surprise!

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In other areas there is no induction process other than watch and learn, although elements of this approach should be included within your induction process it is not enough on its own.

There are businesses out there, however, that do induction really well and invest a great amount of time and effort to get this right. These businesses understand that failing to do this can have a negative impact on their customers, existing staff and reputation.

Web diagram representing a team map


So unsurprisingly effective induction processes require planning and need all the key colleagues to be involved.

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The length of time, content and method of delivering an effective induction varies form business to business. In my experience there needs to be an opportunity for the new employee to familiarise themselves with the site and key personnel. Remember new employees will be nervous and so getting to know who’s who and where they will be based will put them at ease and ultimately make them more productive from the get-go. Knowing where the toilet is and whether they need to bring lunch is essential information!!

So, an orientation session and some basic background is useful. Try not to go int information overload. It is useful to provide an electronic version of pictures/plan/organigrams that the employee can use the first few weeks to support them.

Secondly it can be beneficial to appoint a buddy or mentor, chose wisely though as this individual will be sharing the unsaid truths about your business! Make sure you seek this buddy or mentor’s acceptance of this role and share key dates and background about their mentee.

All the technical skills or knowledge then need to be shared with the new employee in a creative and considered way.


All the businesses that I work with who have a great relationship with their staff seem to have a fabulous induction process in place.

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They put their staff at the heart of everything they do and in turn their staff are loyal, committed and always willing to go that extra mile.

The process doesn’t have to be complex, in fact the simpler the better. It is useful to ask the most recently appointed member of staff what they felt when they started and what information was or wasn’t useful.

Start to gather opinions and information from a variety of staff, old, new, front facing and management to ensure that the induction process is fit for purpose.

The success then lies in how the induction is delivered.  Let’s be more creative that death by staff handbook or PowerPoint!

A well planned, interactive session which allows you to share information with the new employees and an opportunity for these employees to ask the relevant questions, is a great place to start.


We have discovered how we can use all our staff’s skills to support our induction process. Testimonial from The Tinsmith
Speech bubble showing testimonial from The West House
Follow Claire D'All:

I graduated from the University of Dundee in 2016 with a Bachelor of Science Honours degree in Applied Computing. During my studies the field that I had a great interest in was web development however since graduating I have also become very interested in accessibility. I was born with Congenital Muscular Dystrophy and since the age of 3 I have used a wheelchair 24/7. Due to my disability I have always come across problems regarding accessibility, which is why it’s such a passion for me.

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