The problem

The finance directorate needs to induct new members of staff in a positive and consistent way because otherwise this will negatively affect the new member of staff’s integration with the team and culture of the organisation, as well as being inefficient for the recruiting managers.

The challenge

How might we improve our current induction process and share best practice so that all new members of the team receive a positive induction and feel integrated into the team and culture of the Trust, as well as fully supported within their new role?

The outputs

• Detailed feedback on what team members would like to see in an induction process.
• Production of a timetable for the initial weeks of employment, creating structure and giving every new starter a positive experience in their new role.
• Expectations set and shared for what a successful induction process should look like.
• A place to share best practice and provide ideas for what should be included in a member of staff’s induction.

The outcomes

• A consistent approach to the induction process across the directorate.
• An induction process based on the feedback and ideas of our staff, from a wide range of teams and experience.
• The opportunity for the recruiting manager to save time when planning a new team member’s first week as the resources are readily available and ideas for best practice have been shared.
• A positive induction experience for new members of staff.