Invest In Induction

Invest In Induction Rather Than Just Recruitment

5 Strategies To Ensure A Better Return On Your Recruitment Investment

Do first impressions really count?

Well of course they do – at least that's what we tell everyone before they go to a job interview.

That first impressions count, that they're the most important thing so be careful how you carry yourself, what you wear, how you speak and how you shake hands.

And of course all these things are very important because first impressions do count.

So why do so many small business owners forget this essential rule when it comes to their own employees?

FOCUS: Guide Your PEOPLE

Businesses spend substantial money (time and actual costs) on recruitment each year; and yet for many new employees, their induction is simply a tour of the office rather than a structured induction program which includes training, allocation of work and regular performance reviews throughout probation.

So why is this the norm rather than the exception?

Unfortunately, it's because many small business owners...

• feel it's not important

• believe they don't have the time

• aren't sure what to put in an induction program

Induction is and should be an essential component of the recruitment and selection process rather than something which is forgotten, ignored or glossed over.

By not developing an effective induction program, too many small business owners are forgetting that the probation period is not only their opportunity to assess the potential of a new employee; BUT this is also when new employees determine whether the business, its people, processes and culture are a match for their employment needs.

Research shows over 35% of employees leave businesses within the first 12 months because of:

• lack of understanding/clarity about their role

• unrealistic work expectations

• no formal or informal performance reviews and thus no idea of how they are fitting in

• not sure where to find things including documentation

• uncertainty about the 'correct' way to do things.

If this sounds all too familiar, here's 5 strategies to ensure a better return on your recruitment and selection investment and minimise employee turnover in the first 12 months.

5 Strategies To Get A Better Return On Your Recruitment Investment

STRATEGY #1 Develop An Induction Kit

Develop an Induction Kit which should actually be your Organisational Guide/Handbook outlining information everyone needs to know including:

- key names, positions and contact numbers

- map of where everyone sits

- Human Resource (HR) policies, procedures and relevant forms eg leave form

and then add in
- copy of their position description and signed letter of employment

- detailed tasks, steps and templates specific to their position ie 'How To Do It'

STRATEGY #2 Allocate Sample Work In The First Month

Allocate sample work for the first month which eases them into knowing how things are done in your business.

This initially should NOT be paid work for clients but rather completion of 'sample work' because the client shouldn't be penalised while someone is learning the ropes NOR does the new staff member need any additional pressure as they try to fit in and come up to speed.

STRATEGY #3 Provide A Buddy

If your team is large enough, allocate a Buddy to support the new team member and answer any questions.

But please also provide the Buddy with training on how to be a great one including a 'Buddy Handbook' because this may be the first time they've undertaken this role.

If you're still building your team, then this person is YOU – the owner - so please remember to allocate time in your diary to check in and see how they are going, each and every day.

STRATEGY #4 Training In Business Systems

Include time in the Induction Program for your new employee to be trained in

- email, booking meetings in an electronic/shared calendar

- technical software eg XERO, MYOB, CAD, SMS, Sharepoint

- systems management i.e policies and procedures specific to your business including how and where to retrieve and save documents.

Just because someone puts on their resume they're skilled in using email and technical software, doesn't mean they can - or in the way it works at your business.

STRATEGY #5 Provide Feedback

Ensure the Buddy holds informal meetings at the end of each week to ensure the new employee is settling in and address any concerns, supported by monthly formal performance reviews during probation.

And you should also provide ongoing formal and informal feedback on how they're going so your new employee feels valued and part of the team.

At the end of the probation period, gain feedback from their Buddy on how they're doing and then hold a formal performance review with the new employee to determine if their employment continues.

What's Next?

So do you have a documented induction program for every position within your small business?

How many of these 5 strategies are already implemented in your business?

And how are you checking your new employee is really the 'right fit' for you, your team and the culture of your small business?

And here's my final thought:

Implementing simple systems throughout the probation period can save you time, money and frustration in the long run so ignore this essential part of recruitment at your peril.

Remember to invest in induction rather than just recruitment to ensure a better ROI and enable the knowledge of your business to stay in house rather than walking out the door.

Cheers
Tamara

P.S Wondering how you can work with me or book me to speak at your next event?

Then let's have a chat by booking your FREE 30 Minute Zoom Session with me here.

And if you're saying you don't have 30 minutes to spare, you really need to book in a session with me because I can easily create at least 1 simple strategy to 'get you back' 30 minutes a day.

Author: Tamara Simon

Tamara Simon helps owners navigate the complexity and challenging times of small business to...

SOLVE the problems causing frustration

SIMPLIFY the systems overwhelming them

SUPPORT them in times of confusion and uncertainty.

For over twenty-five years as a Speaker, Author and Coach, she's been providing much needed support to small business owners, CEOs and their teams so they can build, manage and grow a simple profitable business.

So if your organisation's members are small businesses or you're a small business owner who's tired of being the Chief Everything Officer who is...

- know something's WRONG in your business but don't WHAT it is

- Know WHAT is wrong but don't know HOW to solve it

- want to GROW but not sure if you're READY or even where to start

Then check out her website to find out how to work with Tamara, and book Tamara to speak at your next event.
www.tamarasimon.com.au

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