First impressions last

First impressions last

  • Published on Monday 28 March, 2016
  • 2 min. read

Recent research has found that in Australia nearly 1 in 4 new employees leave their job before their first 12 months is up, costing businesses billions in recruitment costs and lost productivity.

These figures show that first impressions definitely count. The way your apprentice or trainee views your organisation and decides whether or not to move on to another employer is strongly influenced by a good introduction to the workplace.

When preparing for your new worker to start, make sure you can tick the following boxes:

  • Clarity – do they know exactly what their role is and what is expected of them?
  • Confidence – is there a clear induction process and training plan to provide new staff with the confidence they need to perform their role?
  • Co-workers – do they have the opportunity to meet and get to know their new work colleagues quickly? This will help your new employee feel like part of the team, and know who they can go to for help if you are not around.

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Induction

Once your new apprentice or trainee has started, your first priority should be their induction.

When planning the induction, it’s important to include the following:

  • An overview of the organisation and its goals or visions, including how your new worker’s role contributes to the bigger picture, and any career progression that may be available if they remain with the company
  • Conditions of employment – this includes making sure they understand their award, and the information in their employment contract, including their probation period and leave entitlements
  • An overview of their Training Plan including which competencies they will need to complete, timeframes for completion, and how these fit into the company’s overall targets
  • A tour of the workplace and facilities, including kitchen and bathroom facilities, emergency exits and evacuation points
  • An introduction to relevant management staff and immediate work colleagues
  • Grievance procedures, including who to contact and what to do if they have an issue or complaint
  • Company policies and procedures, including Occupational Health and Safety information, how to apply for leave, and any performance development program your organisation may have
  • Contact details of key staff. This may include immediate supervisors (in case of sick leave) and HR/payroll.

Maintaining a positive view of your organisation is easier than altering a negative one, so making sure your induction is well planned and relevant is vital.