An employee welcome needs to be more than a handshake – a proper induction will get them up and running effectively. The recruitment process doesn’t end when you select a suitable candidate following interview. Ahead lies the important task of settling the new staff member into their job quickly and effectively. Tom Whitney looks at your obligations.

Starting a new job provides many challenges for the employee, not the least of which is feeling under pressure to quickly prove their value. “It’s an important time – new recruits are also deciding whether the job is right for them,” notes employment consultant Margaret Dale.

“A well considered staff induction strategy or programme will help to make them feel more at ease. It allows new employees to learn about their role, tells them more about your business and introduces them to the rest of the team.”

Getting started

The law does not require you to have an induction process, but a structured programme will help a new employee settle in. The induction process can last days, or even weeks; you should try not to overload your new employee with information, however.

“Warmly welcome all new employees – this will improve how they feel about their new job significantly,” Dale advises. “It’s also important to show them around and introduce them to their new colleagues.”

Their first day should always include a tour of their workplace. New employees need to be told how to safely operate all equipment they might use, and emergency procedures should be thoroughly explained.

Schedule time for them to spend with people they will be working with and consider introducing them to key contacts outside your company as well, if relevant.

Once you have an effective induction procedure in place, set it out in writing and use it whenever a new person starts. Create a checklist, which can be signed by new employees as certain tasks are completed.

Employment contract 

You are obliged to provide a written statement of employment terms and conditions within two months of a new employee’s start date. This should list the main tasks and responsibilities of the post, as well as key policies and procedures.

“The employee needs to sign their contract as soon as they start,” stresses Yvonne Atherton, employment solicitor at Crutes law firm. “But it needs to state that continuity of employment at the end of the probationary period will be subject to the employee meeting certain criteria.”

The length of an employee’s probationary period is subject to discretion, but it should be enough time for them to prove their ability. You can extend a probation period, but bear in mind that an employee will qualify for full statutory rights after a year.

Keeping in touch

Provide ongoing support to an employee throughout their probation, so as to deal with any problems they may have, and end the probationary period with an appraisal.

“If you decide to keep them and they’ve already signed a contract, give them a letter confirming their permanent employment status,” says Atherton. “If necessary, point out anything they need to improve.”

If you feel there is no reasonable chance of a new employee making the grade, you can dismiss them. You should have first outlined your concerns and given them the chance to improve, however, as failure to do so could lead to a claim of unfair dismissal.

© BHP Information Solutions Ltd 2008. All rights reserved.