Segment 4​​ - Onboarding and Induction- Recruitment does not end at the job offer 

Onboarding

Once you have made it through the recruitment process and selected your new staff member, how you handle onboarding will play a massive part in if the person stays with the business and is successful. Of particular note is that every step of onboarding should be clear and agreed on by the hiring manager and the new employee, and this should be documented and signed against by both. Just like the hiring manager should run every step of the recruitment process.

Good Onboarding/ Induction plan

• Done by the hiring manager- like recruitment
• Clear weekly agenda
• Time spent with the person to ensure any required training is clear and being utilized
• Hiring manager to review all training with the new employee as it is finished/passed
• Clear program set out for the entire length of probation, and run by the hiring manager- milestones, expectations and meetings
• For the first week, the hiring manager should meet with the new employee daily at a minimum.
• For the entire length of probation the program should ensure the new employee has weekly meetings with the new manager to review their feelings of settling in, success, training, needs, and general work ability. As the new employee displays the appropriate skills and attitudes these meeting can become less formal, and if probation is to last for 6 months then the last 3 months may just be a monthly meeting
• Fixed probation review meeting with workplace expectations that are clear and able to be reviewed.
• Clear objectives 
• Most importantly- document everything!!!!

Great on boarding by and actively involved hiring manager- can stop mistakes too, not just keep great people

An open and clear Career plan backed up by accessible and relevant training will help keep your great people for as long as possible