Induction and Onboarding
The difference between the two and how you can ace both with every hire.
Although there are some differences, both should be done properly in order to achieve consistent:
- Employee engagement
- Employee satisfaction
- Job success
- Lower attrition
Induction or orientation is a single event where the recruit is introduced to the organisation and vice versa.
For a successful induction, HR, which is responsible for the process, needs to follow certain steps, before the first day of work. They include:
- Defining what paperwork is necessary for hiring, share with the recruit what those are
- Filling out the required forms
- Signing the agreement, be it labor or services
- Signing the employee handbook
- Signing company policies and procedures
Certain parameters might require different handling for each team recruitee. For example:
Conduct a training needs assessment to determine the level of knowledge and training needs
A walkthrough of the office, showing of the entrances and exits, location of facilities, kitchen area, bathroom, parking, lockers will be necessary.
Infrastructure access and communication tools demos might be required.
Onboarding is a series of events, linked together in a process, where new employees are physically, emotionally, and professionally incorporated into the existing culture and operations of their new workplace.
The process can be ongoing and can last up to 6 months or even 1 year, depending on the complexity of the role. Usually conducted by the HR function in conjunction with the Manager, it is spread over a few months:
On the 1st day:
Review company policies, such as leave absences, breaks, clock – in and clock - out rules
Share organization mission and values, culture
Introduce to manager, colleagues
Welcome team video message for remote workers
Set job scope and expectations
Gift basket with company logo items such as T shirt or shirt, cap, pen, notebook, etc
On the 2nd day and for as many days needed, as per the complexity of the learning process:
Start training by providing product or service knowledge, processes, procedures
Set preliminary tasks and evaluate
After the training and for up to 6 months or more, make sure to:
- Discuss performance metrics
- Conduct regular check-ins, feedback sessions, and performance reviews
- Recognize positive employee contribution