Induction & Probation

Here are our top 10 tips for Induction & Probation – a great starting point for new hiring managers or seasoned recruitment professionals who want to sense check their process.

Having a robust induction process is essential to ensure you have welcomed your new appointee well, and sets the tone for your relationship throughout employment. 

It’s not just about introducing them around and knowing where the toilets and kitchen are. 

It is a legal recruitment that one day one you issue them with their contract, or at lease a statement of employment particulars. Go through the terms with them to ensure they understand them and resolved any questions they may have. 

This is to ensure they understand your expectations of their conduct during employment. Ensure they know where the disciplinary, dismissal and grievance procedures are, and have access to them. 

This is an essential legal requirements. Even in lower risk office environments they must know the emergency procedures and be able to identify first aiders, fire safety marshals and where the accident book, first aid kits and fire exits are. 

Ensure they understand what is expected of them. Discuss and set performance goals, and identify any training and orientation requirements so they can effectively complete them as soon as possible during their initial probationary period. 

This training should be on areas such as equality and discriminations, data protection, etc. and health & safety as identified by your risk assessment of their role and duties. 

If there are any adjustments needed, this should be done as soon as possible to enable them to access their workplace and undertake their duties effectively. Review these as soon as possible during the induction process and ensure that any adjustments are made or remedial aids are sources as soon as possible. 

Identify and introduce them to a coach or mentor, if not you, and explain their rile in helping them familiarise themselves with their team, working locations, and performance objectives. 

Also know as touch points – these are in the diary so you can check in with them during their initial probation period. This helps you to support them, and also identify any areas of improvement that might be required. 

Highlight any causes for concern in the written meeting notice, and provide evidence to support them. Conduct the review at or before the expiry of the probationary period to ensure you comply with your own contractual requirements. 

If they haven’t achieved or demonstrated full competence at the review, extend or terminate the probationary appointment. If you sign them off probation, you are saying they are performing and behaving to your satisfaction. 

Not sure where to start with HR? Or are you a HR veteran and just need a little support in terms of documents and systems. No matter your situation or employee numbers – we’re here to support you.