Editor's message: The first few weeks and months in a job are crucial to fostering a good relationship between your organisation and the employee, and ultimately encouraging a good level of staff retention.
A well-organised induction programme is one of the best ways of helping new recruits adjust to the organisation and settle into their new job. It works well when it is not merely an ad hoc activity but, instead, comprises a comprehensive programme of events, designed to take place over a period of several weeks.
Adopting a probationary period for new recruits can also help to get things off to a good start. Monitoring the employee's progress will help to identify any issues quickly, such as training needs.
Bar Huberman, acting employment law managing editor
More than a third of new starters have had a poor onboarding experience, while for more than a fifth it has been so bad they have changed their mind about a role, research has found.
In this week's podcast, we look at how employers can prepare in advance to get the most out of probationary periods.
For those involved with the hiring, development and retention of key employees, there are challenging times ahead. Talent analyst Mervyn Dinnen examines the changing landscape for talent acquisition and management and provides four key areas where HR's approach needs to change.
Updated to include information on trends in retaining staff.
We discuss the results of our recent survey on graduate recruitment and give an overview of probationary periods.
Updated to include changes to the law on employing foreign nationals.
Practical guidance on managing probationary periods, including the law relating to statutory rights and contractual terms during the probationary period, the effect of Przybylska v Modus Telecoms Ltd, extending probationary periods, and a model probationary period clause.
HR and legal information and guidance relating to new recruits.