ABOUT THE CONTRIBUTOR

Mandy Cann
Mandy Cann Mandy has a long history in government where she spent 15 years in the Brisbane City Council and Qld Urban Utilities. Since leaving the public sector Mandy has been consulting in human resource management and industrial relations to small and medium business for the past 5 years. Working with small to medium clients has broadened Mandy's experience where she now has a good balanced perspective in professional consulting. Mandy holds a Bachelor of Commerce degree and a Masters in Employment Relations both from Griffith University. Mandy has practical working knowledge of the Fair Work Act and State Industrial legislation and can keep businesses compliant with the ever changing workplace laws. Mandy has spoken at industry conferences giving practical advice on effective people management practices in particular effective performance management systems.

Mandy Cann has written 22 article(s) for us.

Visit http://www.cannconsulting.com.au

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How to Find the Right Employee – The Induction Process

June 6, 2013 | Mandy Cann

An induction program is an important process for bringing staff into an organisation. It provides an introduction to the working environment and shows the employee where they sit within the organisation. The process will cover the employer and employee rights and the terms and conditions of employment. As a priority the induction program must cover legal and compliance requirements for working at the business including health and safety responsibilities.

An induction program is part of an organisation’s knowledge management process and is intended to enable the new starter to become a useful, integrated member of the team, rather than being “thrown in at the deep end” without understanding how to do their job, or how their role fits in with the rest of the company. When I see job ads that state “you will hit the ground running” I think to myself that they don’t have any intention of inducting the employee.

A good induction program can increase productivity and reduce short-term turnover of staff. Businesses spend a lot of money recruiting someone into the role and should understand that the investment does not stop when the person commences employment.

I have heard stories of staff turning up on the first day, going to lunch and not coming back. I have also heard of workplaces where the new staff member was given a desk but no chair or computer and they had to go and take their own chair and assemble their own computer from spare desks. These businesses wondered why they were losing staff.

Do you have everything ready and waiting for your new employee or are you hunting around for basics like stationary? Does your induction cover all the essentials like when they will be paid, what they need to do to get paid, where the toilets are, what time they are expected at work, who to ring if they are sick and how to answer the phone, or do you expect them to pick it up by osmosis?

It does not all need to be done on Day 1, a staged induction process will be more effective in information retention. I advise my medium sized clients to have an Employee Handbook which covers things like:

  • Business overview
  • Employment Conditions
    • Hours of work, time in lieu, meal breaks, uniforms, payment of wages
  • Leave entitlements
    • Personal, annual
  • Standards of Conduct
    • COC, bullying and harassment, grievance procedure
  • Health and Safety
  • Employee Reviews and Benefits
  • Disciplinary Action

A simple induction checklist that covers the business obligations and assists the new employee to feel welcome should lower the stress levels of the business owner and the new employee and assist with future productivity.

If you would like an Induction Checklist please leave a comment below.

There is a final step to your recruitment and selection process, do you know what it is? Check in next month to find out.