Orientation of a new recruit or staff member

• Induction is vital for young and non-traditional employees, who may have specific challenges in or do not have any experience of work life. Good orientation supports one being successful while working.
• Manager in charge is responsible for the induction process of the new staff member, but other members of the work community can also take part.
• Following these ten steps one can make sure that the new recruit blends quickly in with the work community and  gets smoothly started  with the work.

Prior to starting work

1. Systematic induction

Reserve enough time and resources to the induction of the new staff member.

Decide together, who all will participate in the induction.

Make sure that the induction materials are up to date.

Inform the work community of the new recruit in good time.

2. Guiding the new staff member before beginning to work

Introduce the aims and how  the work place operates.

Tell about the tasks and objectives of the work to the new staff member.

Inform of whom to turn to if there are questions about the work.

When starting to work

3. Induction to the work place

Introduce the mentor(s) and the content and objectives of the induction. Modify the induction program together with the new recruit to match his/her needs.

Introduce the work place and his/her own work community.

Go through the agreed procedures and ground rules.

Clarify the professional terms and concepts in use at work.

4. Going through the employment terms

Go through employment terms (work time, salary, vacation, absences and fringe benefits).

Tell about how the breaks, such as lunch, are arranged.

Tell about the rights and duties and the central laws concerning employers and employees.

5. Guidance to safe and healthy working

Give guidance of safe and ergonomic work styles and means to avoid and prevent work hazards.

Tell about occupational health services and what to do when falling ill.

Let the new staff member know where to find information and advice on work safety.

Tell how the work place promotes work wellbeing and how the employee can affect his/her own work wellbeing.

Job-specific guidance

6. Induction to the tasks

Tell about the job description and its meaning as a part of the functions of the work place.

Agree together on the  specific responsibilities of the job.

Introduce in detail the work equipment and tools.

Guide through the correct usage of the appliances and tell how to act in case of emerging problems.

Guide through the guards needed at work and how to act upon an emergency.

Continuing orientation while working

7. Induction continues

Listen to the new staff member and answer his/her questions.

Secure learning; keep track of his/her work and discuss with him/her.

Keep introducing work models and aims while working.

Inform of the professional development opportunities.

8. Giving feedback and encouragement

Encourage the new staff member to ask and present development ideas as well as drawbacks.

Encourage him/her also to ask for advice from colleagues and network at work.

Encourage the whole work community to get to know the new staff member to promote his/her blending in.

Give positive feedback on successes.

Assessment and development of induction

9. Assessment and development at focus

Evaluate the successfulness of the induction together with the new recruit.

Document the feedback on orientation.

Develop the orientation process based on the feedback.

10. Continuity of the induction

Keep up with the induction. It is always needed when tasks or work methods change.

Induction is an ongoing process, it involves reciprocal dialogue and learning in which the administrative personnel, human resources, manager(s) as well as individual employee(s) participate.