The initial days or weeks a recruit spends within their new organisation can have a significant impact on their ability to integrate with the company culture, get up to speed with their new role and enjoy full job satisfaction. If you want your HCM consultant to thrive in their new role, then you need to make sure that you put the right resources in place to help them acclimatise to their new position.
According to experts, the average cost of recruiting a replacement member of staff is around £30,000 per employee.
However, implementing an induction plan could be a practical solution for companies that want to minimise turnover, enhance team engagement, and manage their hiring budget. The right induction programme could be all it takes to start your HCM consultant on the right track.
What is an Induction Plan?
An “induction plan” is a strategy companies can use to help people in the workforce adjust to their new role and working environment. The idea behind this process is that carefully welcoming someone into a new position can reduce the friction that occurs when a professional moves from one company to another.
Research suggests that personalised induction plans can improve staff retention, and offer benefits to both the employer and employee. All team members, both part-time and full-time can start their journey into a new job with an induction plan.
What are the Benefits of an Induction Plan for Employees?
For staff, an induction plan can give context to a new role, and help to highlight the critical elements of an unfamiliar corporate culture. When you welcome your HCM consultant with an induction programme, you can:
- Make them feel valued and respected: Good induction training can act as a warm welcome for employees, focusing on responding to any concerns they might have, and setting the tone for the future.
- Provide useful information: A comprehensive induction plan helps new staff members to get a necessary insight into the business and team. Additionally, it can help your recruit to understand what they’re expected to accomplish in their job.
- Establish stronger communication: An induction plan can facilitate relationship building between new staff, co-workers, and managers.
What are the Benefits of an Induction Plan for Employers?
Induction plans aren’t just helpful for team members; they can also be a valuable tool for employers. These programmes can reduce turnover, improve operational efficiency, and contribute to better workforce morale too. Some of the most common benefits of induction plans for employers include:
- The ability to save time and money: Induction plans provide new staff with all the information they need to start performing efficiently in their position. If an employee gets all the training required during induction, they can begin to deliver results faster, saving the business money and time.
- Reducing turnover: They can help companies to retain their key employees, by addressing any concerns recruits might have during their first days in the job. They can also highlight any areas where team members may need extra support and training to make them feel more comfortable in their role.
- Improving operational efficiency: A good induction plan helps employees to feel more familiar with the organisation’s culture, mission, and vision. At the same time, the professional begins to understand how they can contribute to company goals, and improve efficiency in the workplace.
What to Include in Your Induction Plan
An induction plan can differ from one work environment to another. However, most programmes will include at least some of the following elements:
1. Administrative Information: This might consist of fire procedures, health and safety measures, first aid policies, and company procedures.
2. Introduction to the company: During this stage, the business will share its corporate vision, mission, and values to give the recruit a better idea of the organisation’s goals. This can help to set expectations early regarding performance and culture.
3. Office tour: A basic office tour includes showing the new employee where the bathrooms, breakout spaces, and kitchens are, as well as where they’ll need to go for meetings.
4. Introductions to other staff members: Although an induction plan doesn’t have to involve introducing every team member by name, it’s worth helping new hires to build a rapport with the people they’ll work with most frequently.
5. One-on-One meetings: It can be helpful to introduce your HCM consultant to some of the leaders in your organisation, such as managers, or supervisors that they will need to report to as part of their new role.
6. Training: Finally, although not all training can necessarily take part on an employee’s first week with your company, it’s worth providing some basic training for the job, such as showing your HCM consultant which software they’ll be using, and how to use your business systems and any specialised programmes.
Resource On Demand is Europe’s first specialist Salesforce Recruitment Company. We assist the world’s leading organisations to grow their technology teams. Supporting companies to fill roles that span across digital marketing, marketing automation, Human Capital Management, CRM system management, software testing and Salesforce.
The team at Resource On Demand have access to an extensive database of key talent, registering over 8000 professionals each year. To find out how we can support you call us on +44 20 8123 7769 or firstname.lastname@example.org.