Adding Value to the Employee Induction Process with eLearning

By: Ben Needles

Induction programs have traditionally been based upon providing new starters with the information and skills they need to successfully perform their new roles as well as covering off compliance and policy issues. This focus means organisations can miss the opportunity to positively engage their new starters. Consider the following:

* In the current jobs market it has become increasingly difficult to attract and retain the best people;
* Organisations recognise the importance of selecting the right people and invest significant resources into recruitment;
* Jobseekers identify the most attractive employer attribute as An employers reputation for looking after and valuing their employees; and
* Research shows nearly 25% of new starters decide by the end of the first week how long they will stay with the organisation and over 50% have made that decision by the end of their first month.

So if more than half of the people you have invested heavily in recruiting are determining whether or not to stay before they have even been paid, then the immediate key to staff engagement and retention is more likely to be about induction and the first impression the organisation creates rather than what they are being paid. You only get one chance to make a good first impression!

A primary focus of induction should be addressing the most important attribute identified by new starters: An employers reputation for looking after and/or valuing employees. The induction process must be engaging and live up to the impression that was created during recruitment.

So how do we make induction more engaging? The objective should be to set the theme we look after and value our employees. This can be addressed through providing:

* A warm welcome - emphasise the importance of the person to the organisations success and the commitment to deliver on values;
* Overview of the Organisation -- BBQ speech (what we do in 30 seconds or less), strategy, customers, achievements, history -- give new starters information they can use to brag about the organisation;
* People overview - organisational chart, photos, bios; and
* Information on values, culture, performance rewards and staff benefits.

One of the best ways to achieve this objective is to incorporate an eLearning component in your induction. A well developed online induction delivers a high quality, visually engaging and appealing message which says -- we value you and want to impress you! Other advantages of online training include immediate availability of information, delivery of consistent message across all locations and new employees and reduced reliance upon the availability of key staff involvement in the induction.

We spend plenty on making sure we recruit the right people. The amount of time and resources allocated to inducting new staff should match or exceed the amount of time, money and effort that goes into recruitment and should be directed at ensuring new starters are aware the organisation values them.

Induction programs have traditionally been based upon providing new starters with the information and skills they need to successfully execute their new roles as well as covering off compliance and policy issues. This focus means organisations can miss the opportunity to positively engage their new starters. View the following:

* In the current jobs food market it has become more and more difficult to attract and retain the best people;
* Organisations realise the importance of selecting the right live and gift significant resources into recruitment;
* Jobseekers distinguish the most attractive employer attribute as An employers reputation for looking after and valuing their employees; and
* Research shows about 25% of new starters decide by the end of the first week how long they will stay with the organisation and over 50% have made that decision by the end of their first month.

So if more than half of the populate you have invested to a great extent in recruiting are determining whether or not to stay before they have even been paid, then the immediate key to staff participation and retention is more likely to be about induction and the first effect the organisation creates rather than what they are being paid. You only get one chance to make a good first impression!

A primary winding focus of evocation should be addressing the most important attribute identified by new starters: An employers reputation for looking after and/or valuing employees. The induction treat must be engaging and live up to the impression that was created during recruitment.

So how do we make initiation more engaging? The target should be to set the theme we look after and value our employees. This can be addressed through providing:

* A warm welcome - emphasise the grandness of the human to the organisations success and the commitment to deliver on values;
* overview of the Organisation -- BBQ speech (what we do in 30 seconds or less), strategy, customers, achievements, history -- give new starters selective information they can use to brag about the organisation;
* People overview - organisational chart, photos, bios; and
* Information on values, culture, carrying out rewards and staff benefits.

One of the best ways to accomplish this target is to incorporate an eLearning component in your induction. A well highly-developed online installation delivers a high quality, visually engaging and appealing content which says -- we value you and want to affect you! Other advantages of online training let in quick availability of information, delivery of consistent message crossways all locations and new employees and reduced reliance upon the availability of key staff interest in the induction.

We spend pile on devising sure we recruit the right people. The sum of money of time and resources allocated to inducting new staff should match or pass the amount of time, money and travail that goes into recruitment and should be directed at ensuring new starters are aware the organisation values them.

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