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New Employee Induction

New employee induction presentation, premium google slides theme and powerpoint template.

Give your new employees the welcome they deserve! This template with gradients and geometric shapes will allow you to include all the relevant information for your company's new employee. Everything is 100% customizable, so you can adapt the slides to the specific characteristics of the new hire. In addition, charts, diagrams or timelines will make what you present very clear. Take a look now!

Features of this template

  • 100% editable and easy to modify
  • 35 different slides to impress your audience
  • Contains easy-to-edit graphics such as graphs, maps, tables, timelines and mockups
  • Includes 500+ icons and Flaticon’s extension for customizing your slides
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New Hire Onboarding Template

New employee onboarding is the process of integrating a new hire with a company and its culture, as well as getting a new hire the tools and information needed to become a productive member of the specific team they’ll be working with. There’s a lot of information to share with new hires on their first day and beyond: what the company is all about, what they can expect to do and who to work with, and so much more. Having all of that information conveyed in a template helps to standardize the onboarding process across the organization.

Our new hire onboarding template keeps everything organized for you and new employees who are starting their journeys. With this template, you can create roadmaps for one month to six months out to ensure your new hires are set on the right path.

Use the new hire onboarding template to:

  • Introduce new hires to the company
  • Help onboarding run more consistently across teams and functions
  • Standardize the knowledge base all new employees will have upon finishing orientation
  • Check in with new employees periodically

Customize your New Hire Onboarding Presentation

Give new hires all the information they need in a thoughtful, comprehensive new hire onboarding presentation. Make it memorable: use images, graphs, timelines, and charts to illustrate the information you’re sharing with new hires. In your new hire onboarding presentation try to include slides such as:

TITLE SLIDE

Tips For Designing Your New Hire Onboarding Presentation

Create an effective, memorable new hire onboarding presentation by following the tips below.

What do your new hires need to know most on their first day? Start with the key essentials they’ll need to be successful in their role, and then work down to secondary and tertiary needs from there. Include the most relevant information in your slides.

There’s a lot of information to digest on the first day at a new job, especially for fully remote or hybrid workers who may not be in a physical office every day. Make sure that your remote hires feel included by relaying information about company VPNs, remote team building events, collaboration and chat platforms, and anything else that might be relevant.

Get your new hires excited about joining the company! Include fun facts about the team, talk about company perks, and sprinkle some personality into the presentation.

Picking the right photos and images is essential to the overall success of your presentation. Add photos of team members so new hires know whom to connect with.

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Article • 12 min read

Successful Inductions

Integrating new starters effectively.

By the Mind Tools Content Team

induction presentation for new joiners

Anya was so excited when she started her new job three weeks ago – it's her dream role! But now she's questioning whether it was a good career move after all.

On her first day, her computer hadn't arrived, her chair was broken, and her manager – Sonni – was out of the office. She's barely spoken to him since and is still waiting for her job description. And, when she asks her new colleagues a question, they're often too busy to help. As a result, she feels like a burden and is becoming increasingly isolated, demotivated and unhappy.

Similarly, Sonni is unimpressed. He's away on business often, so he trusts that his team has shown Anya the ropes. So why hasn't she made more of an impact? She was such a bright, capable candidate at interview – a real go-getter – but she's like a different person: confused and withdrawn. After a costly recruitment campaign, he feels somewhat cheated.

This scenario can easily happen if a company doesn't have a proper process in place for new starters. This article explains what an employee induction program is and why it's so important, and shows you how to implement one successfully.

What Is an Employee Induction?

The Society for Human Resource Management describes an employee induction as the process "through which new employees learn and adapt to the norms and expectations of the organization to quickly reach maximum productivity." Some people also use the term "onboarding" to include the time between offering someone a job and their first day.

During an induction, an employee will learn about their new organization's mission and vision , as well as the company's history, culture and values. An induction will teach them the technical skills they need, and provide them with valuable information such as "who's who" in the business.

What Makes an Induction Program Successful?

Effective inductions are timely, organized and engaging, and give a good first impression of a company. If done well, the induction process will allow a new starter to lay the foundations for important relationships within their team and across the wider organization, and give them the best possible start in the organization.

Conversely, a poor induction program is either too full-on or not thought through properly. The most frequent complaints new starters make is that they're overwhelmed, bored, or left to "sink or swim." This can leave them feeling confused and make them less productive. If a new starter becomes disengaged, it may be very difficult to re-engage them and there's a risk they'll start looking elsewhere.

Why Inductions Matter

The recruitment process can be time consuming and costly, so you want new joiners to contribute to the business as soon as possible. In fast-growth businesses, this can critically affect whether the business meets its potential or not.

An effective induction program – or the lack of one – can make the difference between a new employee successfully integrating and leaving very quickly. Research shows that this can affect engagement, staff turnover and absenteeism levels, and the employer brand. [1]

When a candidate accepts a job, they may have to work several weeks' notice in their current role. So it's important that you, as their prospective manager, maintain contact and keep them engaged during this time. If you fail to do so, they could lose interest, change their mind, or – worse still – go to a competitor. The Pre-Start Day checklist, below, will give you some ideas about how you can keep in touch.

Inductions aren't just for new starters. Existing team members who have changed roles or are returning to work can also benefit from them.

A Best-Practice Guide to Successful Inductions

Don't leave your induction process to chance. Follow these steps, so that your new starter hits the ground running!

There are several important questions to ask when you are designing an induction program. These include:

  • How experienced is your new hire? It's important to tailor your approach depending on who you're inducting, so that the program is fit for purpose.
  • How formal do you want it to be? You may not need a rigid structure if your company is small, but it might be more efficient to run group sessions, for example, in a larger organization.
  • What first impression do you want to give?
  • What do new starters need to know about the work environment?
  • What policies and procedures should you show them?
  • How can you introduce new joiners to co-workers without overwhelming and intimidating them?
  • What do you need to provide them with (desk, work area, equipment, special instructions, and so on) so that they're ready to go from day one?
  • How can you make sure that the right people are available, so new team members feel informed and valued?
  • Where is your new starter based and what are their hours? If they work remotely or have different shift patterns to you, you'll want to coordinate schedules, at least for the first few days.

Ask for feedback from recent hires about their inductions, and integrate any useful suggestions into future programs.

Create a Checklist

Now it's time to create an induction checklist, so that you're fully prepared for your new starter's first day. Divide tasks into pre-start date, day one, end of the first week, month one, and beyond. Here are some considerations for each stage.

Download our induction template checklist here .

While a checklist is helpful, don't let the induction become just a tick-box exercise. Both you and your new starter should take responsibility for making sure that all items are thoroughly covered.

Pre-Start Day

  • Send your new joiner useful information (such as e-newsletters, corporate videos, or a welcome pack), so that they can familiarize themselves with the company at leisure.
  • Ask him to complete a Training Needs Analysis document. This will highlight any skills gaps, so that you can incorporate appropriate training into his schedule. You'll get him working more productively by planning this now.
  • Consider inviting them to meet the team informally, such as at a social event.
  • Prepare their workstation, so that they have the equipment they need.
  • Tell co-workers the start date, and encourage them to say "hello" on the first day.
  • Schedule their one-on-ones with key team members.
  • Assign them a mentor or "buddy" to show them around, make introductions, and help with any day-to-day questions.
  • Check that they're ready to start by sending a friendly email just before they're first day.
  • Send a company-wide "welcome" email, copying in your new recruit.
  • Do a "walk-around" the office, and introduce them to key team members. Limit numbers, if you think it might become overwhelming.
  • Print off a seating plan, site map and organization chart, so that they can see important information at a glance.
  • Cover essential admin, such as forms, computer access, email signature templates, ID cards, health and safety information, parking, security passes, and office supplies. Don't do it all at once, though. Intersperse housekeeping activities with other parts of the induction.
  • Give them an overview of the company (including mission, vision, values, and corporate culture), the department and the team. Explain how their role fits in.
  • Run through their job description and person specification, so that they understand their tasks and responsibilities.

Start with the basics but don't cram everything into a one-hour session. People become productive sooner if they understand the fundamentals of their jobs first. Focus on the why, when, where, and how of the position before you hand over any assignments or projects.

  • Discuss the skills gaps identified by the Training Needs Analysis, and the available learning and development options.
  • Provide details (phone numbers, email and Skype addresses) of all of their key contacts, including the number of the IT helpdesk!
  • Direct them to view online staff bios, so that they can familiarize themselves with the wider team.
  • Give them a copy of your induction checklist. This will help to reduce their anxiety about any "unknown unknowns."

Incorporate an ice breaker exercise into the start of your new recruit's first team meeting, to ease them into the team.

End of Week One

  • Continue filling in the gaps. Introduce your new starter to anyone who wasn't available during their first few days.
  • Discuss their role in more detail and start them off on some tasks. This will help them to put what they've learned into practice.
  • Agree objectives and timescales for them to work toward during their probation period, and explain how performance will be assessed.
  • Make sure that they fully understand work practices, policies and appropriate behavior.
  • Be available (either in person or over the phone) to answer any questions that they have.

During the First Month

  • Meet regularly to check that your new team member is settling in and has everything they need.
  • By now, you'll know whether they require any further on-the-job or formal training , or could benefit from some coaching . Make sure that you organize this quickly, so that they're able to contribute fully as soon as possible.
  • Give them regular, ongoing feedback on how they are performing. Provide practical advice and arrange job shadowing or mentoring , if appropriate.
  • Take the opportunity to listen actively to any thoughts they have about you, the induction program, and the company in general. You can use this to improve the process next time around.

Beyond the First Month

The induction process doesn't simply end after the new starter's first day, week or even month. It's your responsibility as a manager to engage new recruits , make sure they grow into their roles, and, ultimately, pass their probationary period. Successful employee induction is an ongoing process!

A successful induction is inspiring, organized and fit for purpose. You can tell how effective it is by how well a person adjusts and acclimates to the company.

Get your new starter quickly up to speed by creating an induction checklist. Divide tasks into what to do pre-start date, then on the first day, week and month – and beyond. Treat the program as ongoing, and review it regularly by gathering people's feedback.

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[1] Taylor, S. (2010). 'Resourcing and Talent Management,' London: Chartered Institute of Personnel and Development.

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Phil Howard-Brand

Great article, but could the link to the induction checklist be updated please as it directs to a completely different document

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6 ways to give a new employee a great induction

5 min read   |   29 May, 2023    By Sarah Benstead

A man stands at the end of a table where people are seated, introducing a woman who appears to be a new employee, holding a box of desk supplies.

Hiring the right staff can be a bit of headache, but once you get the perfect people on board it can be all too easy to sit back, put your feet up and congratulate yourself on a job well done. But really, it’s just the beginning of your journey with your new employees, and if you want it to be a positive one you'll need to start out on the right foot.

And a fantastic employee induction is a great way to start. 

What is an induction?

If you remember, in the old days the employee induction process was often confined to a dreary meeting room and consisted of a few handouts and some monotonous, sleep-inducing speeches. Or, it might have involved a quick chat with the boss, a tour of the building and a pointing out of where their new desk and the toilets were. In short – not very inspiring.

But, the process of onboarding a new staff member is vital as it helps to get them up to speed with the job, the practicalities of working for you, as well as company culture, your values and practices. 

Thankfully, things have moved on since then and you can be as creative as you like when it comes to welcoming new employees.

It’s not just about making them feel comfortable, it’s about fostering a positive relationship from the get go that will encourage loyalty, retention and productivity in the long term.

centralised_employee_dashboard

1. Introduce them to the company vision & values

As important as the facilities tour is, it doesn't give you an idea of what the business really is. Providing a new starter with an overview of company vision, goals, culture & values is crucial to set the tone for their employment.

This can be delivered by senior leaders (if they have capacity, this is best delivered by leadership - culture filters from the top, after all) or by managers .

Either way, you don't want to miss an opportunity to communicate who you are - and why the business does what it does. Giving employees this information will help build their loyalty to the organisation. It'll also help them to truly understand their role, and their place in the SME. 

2. Pair them up with a buddy

Mentoring is a great way to get a newbie settled at your company and up to speed with your culture and ethos. It's also great for building strong inter-office relationships.

You can be creative as you like about how you assign your new staff to their mentors. At Netflix,  they give new employees bingo-style cards which get stamped each time they have coffee or lunch with co-workers. Once the card is filled, they get a prize.

We've trialled the buddy system ourselves and have found it's a very effective way of getting our new team members settled quickly and happily. 

3. Get them involved in the social side

Is there something you do regularly with your team - regular social outings or coffee mornings in the office? Or maybe a few people pop along to the pub after work on Fridays?

If so, it's a great idea to get your new team member involved and building connections with colleagues.

For example, the managers at Perkbox encourage their new team member push the beer trolley around the office on a Friday, handing out drinks to other employees. They believe it’s a great way for the new staff member to get to know the rest of the team and strike up a conversation or two.

4. Give them a welcome gift

Everyone loves presents, so what better way to welcome someone who is a little nervous than to give them a gift? You can be as generous or creative as you like: you could go for branded pens and a nice notebook (who doesn't love a bit of stationery?), sweets or or even go as far as arranging monthly goodie-subscriptions for them. 

For example, at Breathe we welcome every new member of staff with a 'swag bag': a lovely Breathe-branded bag with pens, notebooks, a t-shirt, stickers and a water bottle inside. It's proved to be a lovely surprise on a newbie's first day. 

If the budget doesn't quite stretch to this, a team lunch always works well, too. You could head out to a local restaurant or café, or all arrange to be in the office on the same day for a lunchtime catch-up.

5. Give them a holiday... before they start

We know what you're thinking. Why on earth would you give an employee a holiday before they've even had their first day?

Bear with us on this one.

This technique has already been adopted by several tech companies and is a great way of gaining the loyalty of the new staff-member right from the start. These companies give their new staff-members a set amount of cash to go and have a few days away so they're able to start their new job refreshed and relaxed.

If you don’t have the budget to do this, you could consider starting them mid-week to give them some time off between leaving their old role and starting a new one. Or consider making their start time a couple of hours after everyone else so they don’t feel overwhelmed. Perhaps even a day at a spa or a relaxing massage before they knuckle down at their desk or take them somewhere nice for lunch on their first day.

6. Get them noticed

Putting your new employee on the spot can seem a bit unfair, but it isn’t necessarily a bad thing. At Google, new hires are asked to tell an embarrassing story in front of their colleagues. It breaks the ice, guarantees a few laughs and gets conversations going.

At Google, new staff are called ' Nooglers ' – as well as having hats with 'Noogle' on, they undergo intensive in-person training so senior managers and new staffers all have the same shared values. The process is very much about making them part of the team by ensuring the newcomers don’t go unnoticed.

In short, the best way to induct new employees into your business is to remember your culture & welcome them as best you can.

Breathe's ultimate guide to recruiting & onboarding contains everything you need to know to seamlessly hire & onboard new starters - why not download the guide for free?

Recruiting talent - Recruitment and onboarding guide. Download for free

Author: Sarah Benstead

Sarah is a Product Marketing Specialist here at Breathe. Always innovating, she loves writing about product releases in an engaging & informative way. When she's not coming up with new ideas, she enjoys long walks with her dog, Clifford.

Posted on 29 May, 2023

By Sarah Benstead

in Recruiting Talent

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EMPLOYEE INDUCTION – 1st step of welcoming new employees!

EMPLOYEE INDUCTION – 1st step of welcoming new employees!

“Customers will never love a company until the employees love it first.”

An employee’s induction process is often what makes or breaks his experience at a company. Employee Induction is the first step of welcoming new employees to the company and preparing them for their respective roles. Induction is the introduction and orientation of the employee in the organizational culture and showing the employees how interconnected he/she is to everyone in the organization.

A good induction program ensures that the employees contribute more effectively and efficiently to their team.

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The PeopleWorks on-boarding module automates the candidate’s joining process, which enables the candidate’s to feel valued so that they can become fully productive members of the team as quickly as possible.

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Improving the induction experience for new joiners

For most new joiners, including graduates, interns and apprentices; it is harder than ever to integrate into a new workplace in the current climate. The rise of COVID-19 has caused a massive shift away from the ordinary workplace, with 93% of large firms turning to telework, an Argentinian study found.

This has caused a massive strain on the induction or onboarding process, leaving new colleagues with a feeling of detachment from the organization for several reasons.

Firstly, there is more rigidity in terms of collaboration and interaction in comparison to an office environment. A new joiner would usually thrive off the vibrant energy, aiding motivation and transition to a corporate working culture. According to the 2020 State of Business Communication Report, face-to-face communication is still the most preferred communication method among employees.

Furthermore, a lack of professional support from employers can be felt working from home; there is poor communication with colleagues and limited direct interaction. New joiners may benefit from being surrounded by their peers, enabling better communication as an individual can approach management more confidently to ask questions or hold short discussions.

Lastly, it may be difficult for young families, especially within the graduate, intern and apprentice space, to work from home. They may find themselves distracted by large families, noisy neighbors and other interruptions during important phone calls or video conferences.

Overall, this could leave new employees with a feeling of disconnect from the organization, which could lead to a lack of productivity and declination in the learning curve. An LSE study on attitudes toward flexible working found that many of the positive effects dropped over time.

Nevertheless, even with the drawbacks considered, 69% of millennials would give up numerous work benefits for a more flexible working space. Common, widespread collaboration tools usually neglect the induction process. Therefore, it is important as an organization to consider improving the induction experience to overcome this drop in productivity early in the employee journey. Here are some ideas:

Virtual employee induction days and training

With many induction programs being canceled, and new starters being forced into generic online training plans from their first day; disconnect may be felt through the lack of personal investment. Many new starters will be left wondering, “Will this online training ever end?” and “Is this all the company comprises?”

Gamifying induction programs may be the best way to overcome this: 80% of employees who receive gamified training feel motivated, versus 40% who receive non-gamified training.

Immersive collaboration games, with use of VR and AR simulation, can be created in order to produce customizable onboarding spaces. Simulated environments allow new employees to freely apply their skills. Branching scenarios, highly effective nonlinear e-learning methods, enable learners to have a degree of control over how the course will progress; with decision points changing the narrative.

This can effectively convey an organization’s desired messages, while collecting data in the background that can be used to attach specific traits to an individual, via analytical tools such as Nexthink. Feedback can be provided, allowing individuals to learn more about their workplace characteristics and where they are best suited in the organization.

Further competition may be introduced using group polls and quizzes at the end of each module or training day, to boost morale, collaboration and motivation. Rewards, e.g., free lunches or additional annual leave days, can further enhance this — recognition is, after all, key to feeling appreciated in a workplace.

Overall, this will enhance teamwork and exploration, help build emotional connections, and produce interactive sessions based on reality.

Online mentoring

Lack of steady guidance, especially throughout one’s first few weeks within an organization, could strain the learning curve. And managers may find it harder to oversee teams that have transitioned to working at home.

Generic audio and video conferencing can leave new joiners feeling a sense of anxiety, as all eyes and ears are felt to be on them. This leads to key questions and conversations being avoided in the apprehension of an unfamiliar culture.

Point-of-need e-learning widgets can be used as more relaxed monitoring tools. For example, the ServiceNow device assesses how much time an individual is spending on a particular page and what topics they are viewing in order to assess their rate of learning. The tool will prompt the user toward additional training schemes, blogs and other materials for a deeper understanding of core components within the industry.

Furthermore, users can access 24-hour support through the device; acting as a support system in which they can ask seemingly stupid questions more comfortably — without feeling like a nuisance to their teams.

Lastly, the widget can enhance the listen to the voice of the employee experience: Short, tailored, survey-style questions are sent out after each support-session to ensure users have gained what they needed.

Overall, this can allow new joiners to build confidence, learn more about the organization’s culture and cultivate a sense of belonging without the feeling of invasion-of-privacy or micromanagement.

93% of large firms turning to telework, an Argentinian study found.
According to the 2020 State of Business Communication Report, face-to-face communication is still the most preferred communication method among employees.
An LSE study on attitudes toward flexible working found that many of the positive effects dropped over time.
69% of millennials would give up numerous work benefits for a more flexible working space.
80% of employees who receive gamified training feel motivated, versus 40% who receive non-gamified training.

Social integration and collaboration

Imagine having to become familiar with new employees and a work culture without even stepping foot into the office? Becoming acquainted to such social spaces may be difficult over a laptop, especially with no idea of what is out there in the organization.

Analytical tools, such as Nexthink and ServiceNow, can help overcome this feeling of being estranged from the social aspects of the workplace. Attached traits , mentioned above, can create personas for new joiners. In turn, this informs recommendations as to which communities they should join, to allow them to connect with like-minded colleagues who share similar interests.

Overall, this can help remote employees, who feel lonely and lack interaction with other employees, to experience a greater sense of belonging and community.

Looking forward

As the current pandemic continues to disrupt our usual day-to-day activities, it is vital that we put more thought into employee experience. Mental and physical wellbeing are fundamental to any organization’s workforce; therefore, it is only right we start from the very beginning of the colleague journey!

By Jay Nagha, Digital Workplace Consultant

Posted on October 09

  • Digital Transformation

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  • Hiring and onboarding

Published January 21, 2019 (last updated on February 29, 2024) | Adam Wyatt - Content Writer

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For new employees, in the first few weeks of a new job there is a lot that a new starter will need to know, which can be quite overwhelming. By creating a tailored induction program for new staff, they may feel more comfortable in their new surroundings and have a better understanding of your business and the expectations of their role going forward.

Importance Of Induction

Induction provides new starters with important information regarding their new employment. The induction process serves to welcome new hires to the business and help them transition into their new role; enabling new employees to feel supported while they adjust. It is considered best practice to provide an induction program to employees.

Induction ensures that new employees are initiated in the expectations, performance and culture of the Company. When used strategically, the induction process can increase employee retention by helping them understand their role and how it fits into the company. Companies that have a structured new employee induction processes are more likely to have higher productivity within the workforce, as the new employee may be able to add value to the business sooner if they can hit the ground running. Employees who have undertaken a structured induction process will have a fair idea of how the company operates.

The induction process may include:

Pre-induction process

Post-induction process or Follow-up and ongoing development

The Benefits Of Induction Training

Employee induction is an effective and efficient means of outlining workplace policies and procedures to new starters,  for providing specific information new employees need to know to do their job, and for setting expectations within the larger context of company goals, objectives and the business operation as a whole. An induction program should include training for new hires on how to do their jobs safely and what to do in the event of an emergency.

Adopting an induction process for new starters can have many benefits for both employers and employees.

For employers an induction process can:

Contribute to a positive workplace culture as it assists new employees to transition and assimilate into the workplace;

Save an employer time and money, as the employee can partially self-educate through online learning modules;

Encourage employee retention, reduce employee turnover and save on recruitment costs as it helps employees feel welcome and valued;

Ensure operational efficiency and increase productivity – employees have a full understanding of the company and their role within it so they can hit the ground running;

Educate employees on compliance with company policies and procedures, and Workplace Health and Safety;

Enhance company reputation by creating a professional impression.

The benefits of employee induction for new staff are:

The induction process helps new employees settle into their role quicker;

New hires better understand their role and how it fits into the organisation;

New starters feel respected and valued and accepted into the organisation by team members;

New employees better understand company processes and (workplace health and safety) policies and procedures;

New staff receive necessary information as to organisational culture and standards of behaviour to help them assimilate;     

The induction process helps establish good communication with managers and team members.

An Introduction To The Company’s Mission, Goals, And Values

It is important that new employees are provided with information as to the purpose, direction and values of the organisation.  This allows new starters to put their role into perspective and feel part of the business as a whole, which encourages positive contribution to the overall company goals and vision.

The induction process helps the employee understanding the company culture and values and allows the employer to set clear expectations regarding performance and conduct.

Once an employee has been inducted in the workplace it will be easier for the employee to adjust and adapt to the expectations, goals, and values of the Company.

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Employee Induction Program Checklist

The purpose of an induction program is to help employees settle into their position at a new company, business or organisation. To ensure the induction program is successful, create a checklist that specifies all the documents and information new staff will receive on their first day of the job.

This checklist does not need to be long, but the induction should cover at least the following:

an introduction to the business, colleagues and important stakeholders (eg. team leader)

an overview of the organisational history, structure, visions, culture and values

employee handbook  briefing and reference to the code of conduct

job description for the employee such as title, roles, and responsibilities

roster or work schedule

copy of their employment agreement, company handbook and HR manual

Work Health and Safety information  (layout of premises, including fire exits, first aid facilities; overview of WHS policies)

induction and setup of workstation and systems

overview of upcoming key dates and events

provided with tools of trade (ID, keys, name badge, swipe card, phone etc.)

contact list of staff members

At the end of the induction, ask the employee if they have any questions or concerns they would like to address. It’s considered best practice to give the employee plenty of written material they can reference later to refresh their knowledge.

For compliance purposes, you should also require the new employee to provide you with copies of the following:

signed  employment contract

tax file declaration

choice of superannuation form

bank details (including bank, BSB and account number)

emergency contact details (including name, address, phone number and relationship)

licence, passport, and visa (if applicable)

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All You Need To Know About Employment Contracts

Free guide on what employers need to include in an employment contract.

Encouraging Social Interaction

Bringing new staff into an existing work environment can be stressful. On their first day, give new staff a guided tour of the workplace and introduce them to other team members. If possible, appoint one or two team members as a main point of contact for new staff, so they can rely on them for help or advice.

Besides the usual ‘meet and greet,’ some other activities the company can do to encourage social interaction include:

organising a group meeting and have everyone introduce themselves to the new member

encouraging the team to sign a ‘welcome card’ or similar kind of written introduction

having an informal team lunch

If your business is active on social media, you might also consider welcoming the new team member with a brief online description or profile with your social media network.

Don’t stop encouraging your new employee’s social interaction after just the first few days. Some people take longer than others to open up and feel comfortable in their new surroundings. For this reason, the above activities should be spread out over several days, so the employee doesn’t feel overwhelmed.

Following-Up

The follow-up process allows managers to ascertain whether or not employees have integrated successfully, what further resources are required or what changes need to be made and if the employee needs further training. The information gathered during the follow-up process can help improve induction programs for other new starters.

Once the formal induction is over, arrange regular meetings with the new employee to check how they are going. Give them the chance to raise any concerns and discuss them in confidence.

Whether it be problems with the job requirements, disputes with fellow team members or a bad experience with a customer – these issues should be handled early to ensure the new employee’s future in your business is a successful.

If you need help creating an effective induction program, call us for free initial advice on  1300 651 415 .

Frequently Asked Questions

An employee induction is a means of communicating important information to new employees about the company and their job in order to give them the best possible start in the business.

A list that covers all steps of the new employee induction process and lists everything required to successfully transition a new employee into the workplace, which allows completed parts of the new employee induction program to be ticked off.

The induction should cover the following topics:

  • Organisational history, structure, visions, culture and values;
  • Code of conduct;
  • Internal and external customer service;
  • Acceptable use of resources (e.g. internet policy);
  • Handling confidential information;
  • Managing conflict of interest;
  • Workplace health and safety;
  • Responding to incidents and emergencies;
  • Environmental protection (e.g. recycling);
  • Important management information (e.g. remuneration, performance management);
  • Introduction to key people within the Company
  • Pre-Induction : information provided prior to the new employee starting work.
  • Induction : The first day and subsequent transition into the workplace.
  • Post-Induction : follow-up and adjustment after the new role has started

Traditionally an Induction day is the first day that the new starter attends their new workplace to receive important information about their new employment. Ideally, induction programs should be implemented from the first day of work with activities spread over two to three hours each morning over the first one to two weeks. This allows the employee to assimilate information gradually and not be overwhelmed.

Ideally one employee should administer, implement, coordinate and monitor the induction process and corresponding checklist and plan  in order to ensure consistency across the induction program and a single point of contact for new starter queries.

Induction training should combine a variety of learning methods, and take place over a number of days. Classroom instruction is required for providing general information to new employees that requires personal interaction, together with self-guided e-learning for  individualised job-related information. Frequent in-person discussions with direct managers, regarding support and organisational resources  available  to  the  new  employee is  essential to fostering  a  good working  relationship and two-way communication.  

A good induction process includes the following:

  • an overview of the company’s history, products and services
  • a description of the company mission, vision, culture and values
  • physical orientation (where things are)
  • organisational orientation (how the employee’s role fits into the organisation)
  • meetings with key senior employees,
  • information regarding remuneration and employee benefits
  • explanation of employee handbook, code of conduct, and workplace policies and procedures
  • workplace health and safety policies and procedures and first aid practices
  • information regarding facilities and IT 
  • explanation of terms and conditions of the employment contract
  • an overview of learning and development opportunities
  • role-specific information and setting of goals and expectations.
  • Have an induction plan and corresponding program that can be tailored easily to the employee or role
  • Have a dedicated person responsible for induction – this person implements the plan, tweaks the induction process where required and coordinates the induction program
  • Focus on day one – makes sure the employee has access to all the key information on day one that will enable the rest of the induction process. Otherwise parts of the induction program may be redundant or have to be delayed because the employee doesn’t have the requisite requirements to proceed.
  • Treat employee induction as a process – and make sure you follow-up and get feedback so you can update and improve the process if necessary
  • Monitor and streamline the process – use best practice plans and checklists, courses and materials that can be easily adapted to different employees and roles

Onboarding is the first phase of the employee journey. Employee onboarding starts when new hires start the job and takes place up to several days before they physically walk through the door. A successful onboarding program helps HR professionals ensure that the new hire understands their contract and role. 

Induction is introducing your organization to the new hire in person. Induction starts during the pre-boarding process and will only last for a short amount of time on the employee’s first day. 

Induction training is the process of introducing a new starter to both their role within your company and the company itself. 

A supervisor can train the new staff and monitor their tasks. It is also the responsibility of the supervisor to ensure that each new staff member is provided with an induction. 

  • Pre arrival-  The first stage is where the employer prepares for the arrival of the new employee. In this stage, the employer might send out information or resources about the company and its culture. 
  • Arrival-  During this stage, the new employee arrives at the company and starts the induction process. 
  • Training-  In the training stage, the new employees are given induction training on their specific roles and on the company’s systems and procedures. 
  • Follow up-  The employer can check in with the new employee after the initial induction period (3-6 months) to see how they are settling in and give them any additional support if needed.

Guides in this category

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Navigating Employee Turnover in Australia A Strategic Guide for Modern Businesses 

induction presentation for new joiners

Casual vs Permanent Employees

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New Recruitment Induction Powerpoint Presentation Slides

Amaze your new employees and wow them with the help of professionally designed new recruitment induction PowerPoint presentation slides. Use our content ready complete deck to familiarize your employees about company background history, its values and beliefs, long term goals and management structure. Present company profile, vision, and mission, company history, financial highlights, company revenue growth, locations, achievements, work policies, attendance portal, leaves and holidays, office timings, office dress code, office rules and regulations, roles and responsibilities, salary and package, targets and goals, etc. This new hiring induction PPT will help new employees to understand the basic functionalities and will make them clear about the company's policies and rules and regulations. You can use this HR introduction PowerPoint template to show relatable topics like employee orientation, induction training, and many other such topics. Download this awesome induction process PPT slides to impress your new employees.Your appeal is bound to generate desired funds due to our New Recruitment Induction Powerpoint Presentation Slides. It will fill empty coffers.

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Presenting this set of slides with name - New Recruitment Induction Powerpoint Presentation Slides. Our creatively crafted slides come with apt research and planning. This exclusive deck with fifty-four slides is here to help you to strategize, plan, analyze, or segment the topic with clear understanding and apprehension. Utilize ready to use presentation slides on New Recruitment Induction Powerpoint Presentation Slides with all sorts of editable templates, charts and graphs, overviews, analysis templates. Download PowerPoint templates in both widescreen and standard screen. The presentation is fully supported by Google Slides. It can be easily converted into JPG or PDF format.

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Content of this Powerpoint Presentation

Slide 1 : This slide introduces New Recruitment Induction. State Your Company Name and begin. Slide 2 : This slide shows Contents of the presentation. Slide 3 : This slide highlights the Content Company profile. Slide 4 : This slide shows the executive summary of the company. You can make changes to this slide accordingly. Slide 5 : This is Vision & Mission slide describing the companies Values, Mission and Vision. Slide 6 : This slide displays Our History with the help of a timeline. Slide 7 : This slide shows the key financial highlights of the company. You can edit the graph accordingly. Slide 8 : This slide displays the Growth attained by the company in recent years. Slide 9 : A wholistic view of the company headquarter along with various locations in US are displayed in this slide. Slide 10 : This is Our Achievements slide with related imagery and text boxes. Slide 11 : This is an optional slide for Our Achievements. Slide 12 : This slide highlights the Content work policies. Slide 13 : This slide displays Monthly Employee attendance portal. You can edit this slide accordingly. Slide 14 : This slide shows different types of Leaves and Holidays in the organisation. Slide 15 : This slide describes various office timings. You can make changes accordingly. Slide 16 : This slide describes the dress code followed in the office premise. Slide 17 : This is another slide showing Office Dress Code. Slide 18 : This slide highlights the Content Office rules & regulations. Slide 19 : This slide shows Office Rules and Regulations with a complete list od Do's and don'ts. Slide 20 : This slide highlight the Content Major Roles & Responsibility. Slide 21 : This slide presents Major Roles & Responsibilities with related imagery and text boxes. Slide 22 : This slide highlights the Content Compensation & Benefits. Slide 23 : This slide represents Salary and Package with a detailed of the salary and other benefits offered by the firm. Slide 24 : This is another slide describing Salary and Package. Slide 25 : This is another slide continuing Salary and Package. Slide 26 : This slide displays the breakdown of Employee Stock option in a tabular form. Slide 27 : This slide displays the various Targets that are to be provided to the team and along with it various benefits to be given with them. Slide 28 : This slide shows Medical Insurance and Benefits provided by the firm. Slide 29 : This slide presents categories of Employee Awards and Accomplishments given by the firm. Slide 30 : This slide highlights the Content Training Schedule. Slide 31 : This slide shows Training Schedule with different stages and order of the training provided. Slide 32 : This slide highlights the Content Team Introduction. Slide 33 : This slide presents Team Introduction with names and designation. Slide 34 : This is another slide on Team Introduction. Slide 35 : This slide highlights the Content Required Documents for HR Process. Slide 36 : This slide shows the Required Documents for HR Process. Slide 37 : This slide highlights the Content Facilities and Welfare. Slide 38 : This slide displays Facility and Welfare with a wholistic view of the office premise and facilities like pantry work stations has been displayed here. Slide 39 : This slide highlights the Content Emergency Procedures. Slide 40 : This slide shows Emergency Procedures describing various steps to be followed in case of an emergency. Slide 41 : This slide highlights the Content Questions & Feedback. Slide 42 : This slide shows a series of doubts and questions that the new employees might have regarding the workplace policies. Slide 43 : This slide reminds about a 15 minutes Coffee Break. Slide 44 : This slide is titled as Additional Slides for moving forward. Slide 45 : This is About Us slide to show company specifications etc. Slide 46 : This is a Financial slide. Show your finance related stuff here. Slide 47 : This is a Bulb or Idea slide to state a new idea or highlight information, specifications etc. Slide 48 : This is a Venn slide with text boxes to show information. Slide 49 : This is a Lego slide with additional text boxes. Slide 50 : This slide is titled as Post it Notes. Post your important notes here. Slide 51 : This is a Puzzle slide with text boxes. Slide 52 : This is a Comparison slide to state comparison between commodities, entities etc. Slide 53 : This slide shows Mind Map for representing entities. Slide 54 : This is a Thank You slide with address, contact numbers and email address.

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COMMENTS

  1. New Employee Induction

    This template with gradients and geometric shapes will allow you to include all the relevant information for your company's new employee. Everything is 100% customizable, so you can adapt the slides to the specific characteristics of the new hire. In addition, charts, diagrams or timelines will make what you present very clear. Take a look now!

  2. HR Induction Templates for Onboarding New Employees in the ...

    This employee induction program template covers a content-ready table that depicts the salary details of the new employee. This template will let you present a complete breakdown of the CTC provided to the employee. You can also include information on the payment method, tax states, allowances, deductions, and leaves.

  3. Hr Induction Powerpoint Presentation Slides

    Slide 1: This slide introduces HR Induction.State Your Company Name and begin. Slide 2: This slide shows Contents of the presentation. Slide 3: This slide highlights the Content Company profile. Slide 4: This slide shows the executive summary of the company.You can make changes to this slide accordingly. Slide 5: This is Vision & Mission slide describing the companies Values, Mission and Vision.

  4. Top 10 Employee Orientation Templates to Nurture New ...

    Template 1: Office Induction PPT Presentation. Here is a distributable PPT presentation deck with 12 individual employee orientation templates to onboard the new joiners. You can use the sheets, charts, and other editable forms of this PPT presentation to create awareness of company duties and responsibilities among your employees.

  5. New Employee Induction Presentation: Best Presentation Tips and Template

    Best Tips for 2024. Modern and mobile, these are the two core areas for ensuring a truly engaging, stunning and modern induction experience for your new employees. Mobile inductions are critical given everyone is using tablets and phones. Modern with animations, voice overs and content interactions. Engaging content that users can relate to ...

  6. Onboarding Presentation for New Hires Template

    Give new hires all the information they need in a thoughtful, comprehensive new hire onboarding presentation. Make it memorable: use images, graphs, timelines, and charts to illustrate the information you're sharing with new hires. In your new hire onboarding presentation try to include slides such as: TITLE SLIDE. AGENDA.

  7. New Employee Onboarding Powerpoint Template

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  8. How to Create an Employee Onboarding Presentation (+ Templates)

    Phase 2: Onboarding and Welcoming New Employees. On their first day, you welcome new employees, introduce them to the team and give them a tour of the workplace. Phase 3: Training. During this phase, new hires learn the skills and knowledge needed through training sessions, workshops and mentorship.

  9. New Employee Induction Ppt Presentation Templates and Slides

    Presenting induction process for new employees ppt powerpoint presentation gallery format pdf to dispense important information. This template comprises four stages. It also presents valuable insights into the topics including induction training, paperwork and new hire information, office access and infrastructure.

  10. Employee Induction PowerPoint Presentation Slides

    HR managers can leverage these Powerpoint slides to illustrate the activities and tasks involved in the induction process for new employees. You can harness the animated deck to exhibit the advantages of employee induction and how it helps new joiners to settle into their new roles and become productive members of the organization.

  11. Successful Inductions

    Effective inductions are timely, organized and engaging, and give a good first impression of a company. If done well, the induction process will allow a new starter to lay the foundations for important relationships within their team and across the wider organization, and give them the best possible start in the organization.

  12. Employee Induction PowerPoint Template

    Download our Employee Induction PPT template to describe the process through which newly-recruited employees are introduced to the company culture, their teams, and policies to help them settle into the new role and become productive members of the organization. HR managers can take advantage of this fully customizable deck to highlight the ...

  13. Best slides to include in your New Employee Induction

    Points covered here could include: - Employer contact information. - Employer and employee rights and responsibilities. - Sickness policies. - Evacuation processes. - First aid and reporting accidents. - Workplace hazards. Keep your resources engaging and personal to your new starters. Focus on keeping the materials job-specific and relevant ...

  14. 6 ways to give a new employee a great induction

    Giving employees this information will help build their loyalty to the organisation. It'll also help them to truly understand their role, and their place in the SME. 2. Pair them up with a buddy. Mentoring is a great way to get a newbie settled at your company and up to speed with your culture and ethos.

  15. HR Induction PowerPoint Template

    Human resource (HR) introduction slide is an all-in-one PowerPoint pitch deck that contains 46 best templates to introduce human resource policy of your company. This HR induction powerpoint template is covers human resource components including employee benefits and exist policies. In order to make the most of your human resources, you need to ...

  16. Induction and Orientation

    Checklist for New Employee Induction Program ... Free Powerpoint Templates Page 8 Induction Presentation Sequence ♦ Introduction to ... Page 9 Process of Induction and Orientation ♦ Similar to event management ♦ Link with Recruitment team for Joiners ♦ Scheduling of programs ♦ Fixing number of participants ♦ Drawing ...

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    Presenting this set of slides with name New Joiners Weekly Training Lesson Schedule. The topics discussed in these slides are Weekly Training, Lesson Schedule, Service Training. This is a completely editable PowerPoint presentation and is available for immediate download. Download now and impress your audience. Slide 1 of 2.

  18. EMPLOYEE INDUCTION

    Employee Induction is the first step of welcoming new employees to the company and preparing them for their respective roles. Induction is the introduction and orientation of the employee in the organizational culture and showing the employees how interconnected he/she is to everyone in the organization. A good induction program ensures that ...

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    Improving the induction experience for new joiners. For most new joiners, including graduates, interns and apprentices; it is harder than ever to integrate into a new workplace in the current climate. The rise of COVID-19 has caused a massive shift away from the ordinary workplace, with 93% of large firms turning to telework, an Argentinian ...

  20. Induction Program For New Employees

    The purpose of an induction program is to help employees settle into their position at a new company, business or organisation. To ensure the induction program is successful, create a checklist that specifies all the documents and information new staff will receive on their first day of the job. This checklist does not need to be long, but the ...

  21. New Employee Briefing Powerpoint Presentation Slides

    Slide 1: This slide introduces New Employee Briefing.State Your Company Name and begin. Slide 2: This slide shows Contents of the presentation. Slide 3: This slide highlights the Content Company profile. Slide 4: This slide shows the executive summary of the company.You can make changes to this slide accordingly. Slide 5: This is Vision & Mission slide describing the companies Values, Mission ...

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  23. New Recruitment Induction Powerpoint Presentation Slides

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