Inducting new employees - checklist

Male office worker goes through induction checklist with female office worker

Our step-by step guide to inducting new employees into your business, providing everything they need and helping them feel settled.

Review the new recruit's job description, CV or application form and interview notes; identify key training needs.
Prioritise: break down the induction plan into the immediate basics, then getting the employee started on useful work, and finally further development.
Set an induction timetable, typically spread over the first month.
Inform team members of the new recruit's start date and role, and resolve any potential conflicts.
Appoint a mentor or key contact for the employee to provide informal support. Consider what part other team members may play in the induction process (eg explaining particular activities).
Prepare a workspace and organise essential equipment - for example, a desk and chair, computer, phone and stationery.
Set up the employee's computer, passwords, phone and email; show the recruit how your communication systems work.
Introduce the new recruit to the rest of the team.
Show the recruit basic facilities (eg toilets, coffee machine). Provide a company handbook detailing any other information which will help the employee settle in; explain fire and health and safety procedures.
Provide background information on the business, including products, services, key customers, business culture and strategic objectives.
Provide basic HR information (eg pay, holiday arrangements).
Clarify the recruit's role and key objectives, and the standards you expect.
Communicate policies and procedures; make them all available, but focus initial training efforts on the most urgent and important (eg safety).
Use a mix of training methods. Focus on hands-on activities, or at least observation of activities, rather than just providing instruction manuals.
Involve the recruit in real work (with appropriate supervision) as soon as possible; identify opportunities for early successes.
Confirm understanding at every stage, particularly of written information.
Hold frequent informal progress reviews - perhaps on a daily basis for the first week, then weekly for a month; encourage discussion.
Modify your plans in the light of the recruit's progress and feedback.