‘’New employees are more likely to be committed and will be happier overall if employers take the time to welcome and onboard them. A strong onboarding process will improve new hire retention by over 80%’  – CIPD.

Effective inductions are not just about welcoming new team members; they are pivotal moments that shape their journey within your agency. Nowhere is this more crucial than when onboarding young professionals, many of whom are stepping into the workplace for the first time. Whether you are a micro, small, or medium sized agency, ensuring a seamless and comprehensive induction process is not only essential for their immediate integration, but also sets the stage for their long-term success within your agency. Sounds easy, right?

But, how many of you can confidently explain the difference between an induction and onboarding process? And how many of you own a process for onboarding new hires? Following the positive feedback on my last article, I thought I would try and address the differences often confused between induction and onboarding as well as providing a little guide for agency leaders who simply don’t have the time due to the chaotic nature of running a SME agency.

The terms “company induction” and “onboarding process” are often used interchangeably, but there is a distinct difference, so here’s a breakdown of the differences:

Company Induction (the boring stuff):

1. Company induction, also known as orientation or company orientation, typically refers to the initial introduction of a new employee to the organization.
2. It focuses on providing basic information about the company, its culture, policies, procedures, mission, vision, values, and organizational structure.
3. Company induction sessions often involve presentations, discussions, tours of the workplace, introductions to colleagues, and distribution of relevant documents such as employee handbooks, code of conduct, and safety procedures. Still awake?
4. The primary goal of company induction is to familiarize the new employee with the company’s overarching framework and set expectations for their role within the organizations

Onboarding Process (the fun stuff):

1. Onboarding, on the other hand, is a more comprehensive process that extends beyond the initial company induction.
2. It encompasses all the activities and support provided to new employees to help them integrate into their roles, teams, and the company culture effectively.
3. Onboarding typically starts from the moment the new hire accepts the job offer and continues for an extended period, often ranging from a few weeks to several months, depending on the organization’s structure and complexity.
4. The onboarding process includes tasks such as training, goal setting, career pathways, role-specific orientation, mentorship or buddy programs, ongoing feedback and support, and integration into team culture.
5. The primary objective of the onboarding process is to accelerate the new employee’s time to productivity, foster engagement and retention, and ensure a smooth transition into their new role within the organization.

Why It Matters

Good induction and onboarding plans are not just formalities; they are integral to the ethos of Developing People, a core principle of the Good Youth Employment Charter (we’ve signed up, have you?).

A well-planned induction and onboarding process accomplishes more than just orienting new hires with workplace norms and job responsibilities. It communicates to them that they are valued members of the team, fostering a sense of belonging and setting the foundation for a positive and productive working relationship. Getting this bit right, can improve productivity by as much as 70% according to CIPD.

The Stakes of Getting it Wrong

Conversely, a lacklustre or non-existent process can have detrimental effects, leaving new recruits feeling adrift, undervalued, and disengaged. It’s widely documented this is already an ongoing challenge for young people who finished education throughout COVID. The repercussions of a poor onboarding experience can linger, tarnishing their perception of the company and hindering their performance and retention in the long run.

Top Tips

1. Define Your Goals: Start by outlining the objectives of the induction process. Identify what new hires need to learn and accomplish during their first week to ensure a smooth transition into their roles. Try not to overload with the boring stuff, you want them to come back on day 2!
2. Make a Pre-Day-One Checklist: Anticipate the needs of new employees before they arrive. Ensure that workstations are set up, necessary equipment is ready (especially logins), and meetings with team members are scheduled to avoid any hiccups on their first day.
3. Identify Training Needs: Tailor training sessions to meet the specific requirements of each role and individual. Make sure you have a learner journey mapped out, incorporating mandatory training on topics such as health and safety and DE&I along with the fun stuff like how to set up your personal brand and social media presence.
4. Facilitate Connections: Arrange one-to-one sessions with key team members, including senior leadership and team mates. A team lunch on day one always goes down better than a one to one with your new recruit, who is often already feeling overwhelmed on their first day without the fear of impressing their new boss.
5. Assign a Mentor or Buddy: Ease the transition for new hires by pairing them with a mentor or buddy who can offer guidance and support during their first week. Consider assigning mentors who share similar backgrounds or experiences to enhance relatability and confidence.
6. Create a Timetable: Develop a structured timetable for the new employee’s first week, detailing activities and meetings. Providing a clear roadmap helps them navigate their induction with confidence and clarity. Make sure they understand, this is their plan, they need to own it!
7. Send the Plan in Advance: Extend a warm welcome by sending new hires an email outlining the induction week’s agenda and any necessary preparations. This proactive approach demonstrates your commitment to their success and alleviates any pre-match jitters.
8. Regular Check-ins: Foster open communication by checking in regularly with new hires during their first week and beyond. Encourage them to share feedback, questions, and concerns, cultivating a culture of trust and support from the outset.

By implementing these strategies, recruitment agency leaders can ensure that their young recruits embark on their recruitment journey with confidence and enthusiasm. Effective inductions not only set the stage for immediate success but also lay the groundwork for long-term engagement and retention, ultimately contributing to the growth and success of your agencies.

In conclusion, investing in comprehensive and thoughtful processes is not just a best practice; it’s a strategic imperative for recruitment agency leaders committed to fostering a culture of excellence and Developing Young People.

SOLIS Academy is transforming the transactional. We support new recruits and agency leaders through the whole onboarding process.

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