1. Recruitment, Selection & Induction
Induction & Orientation

2. The Aim of Induction & Orientation
To capitalise on the new person’s enthusiasm by providing all the information and knowledge they require in order to become an effective asset to your business and its other workers

3. Benefits of Induction & Orientation
Short term
Enthusiasm, confidence and commitment can be generated
Transition from one place to another is made easier
The new recruit adapts to the work environment more quickly
Long Term
Reduced levels of absenteeism
Improvements in employee morale
Lower recruitment costs due to lower turnover.

4. Problems with Induction
Can be too formal and focused on one-way communication
Too much emphasis on paperwork
Relevance of information provided
Information overload
Lack of follow up

5. Needs of the New Recruit & the Business
Job and person security
Reduction in initial anxiety brought about by joining the organisation
The need for insight into the way things are done
The Business
A productive worker
Loyalty and commitment
Adherence to legislative requirements
Retention of new recruit

6. Successful Induction
Rabby (1990) suggests that we have done a good job of induction if the new recruit:-
Is relaxed and demonstrating satisfaction with the job
Realises their importance to the work group/team
Is showing signs of integration
Knows where to get help, and is asking for it
Appears motivated and/or keen to learn

7. Handout: Induction checklist for Dept Supervisor
Designing a Checklist
Items that could be included in an Induction
Explanations of organisations aims and purpose
Chain of command
Organisational policies
Rules & Regulations
Safety procedures
Performance standards and measures of performance
Expectations – punctuality, dress, code of conducts
Items that could be included in an Orientation
Location of toilets, lockers, amenities etc
Introductions to supervisors and co-workers
Physical layout and workflow
Introduction to a buddy and explanation of their role
Pay procedures
Training
Handout: Induction checklist for Dept Supervisor

8. Evaluate Induction Programs
Criteria you could use to evaluate your induction program could include but is not limited to the following;
Does it meet the needs of both parties?
Does it allow you to meet legislative requirements such as OHS?
Is related information grouped together?
Does it provide a logical flow of information?
Is information is the form of brochures/flyers etc to allow the new recruit to take the information way with them? (remember that nerves usually mean that information goes in one ear and out the other)
DON’T forget to ask the new recruit what they felt about the induction!!!!

9. S.G.A – Butchers Paper
You are the HR Team for the organisation known as ‘XXX’ HR Consultants’.
The organisation has just completed six months of intensive recruitment and subsequent inductions.
Your job is now to evaluate the induction process and you have decided to do this by developing a questionnaire that will be distributed to all new recruits.
In the next 30 minutes develop a questionnaire that could be used for this purpose.
Your team will then present their completed questionnaire to the larger group.