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5 questions to ask before designing pre-induction training

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Picture the scene: you’ve just accepted the job of your dreams. You’re excited to get started, and you’re keen to impress, but you’re still working your notice period for your current role. You want to do everything you can to hit the ground running on your first day in your new position… but you have no material to read through, and nothing to help you prepare. Unfortunately, this is all too common in today’s businesses – but the good news is that this can all be avoided with a great pre-induction programme. Read on to find out how to strike while the iron’s hot and capture the imaginations of your new starters before they’ve even set foot in their new workplace.

Why does pre-induction learning matter?

Pre-induction learning is important because it gives your new starters an official channel from which to find out about your company before they start. Otherwise, they may resort to finding their information from online forums or websites such as Glassdoor, which will contain information which hasn’t been supplied by your organisation. Pre-induction learning also enables you to make the most of this crucial, highly motivated phase, and help align your new starters with your organisation’s vision from the very beginning.

Who is it for?

Pre-induction learning is valuable for any new joiner, from a seasonal temp to a senior business leader. Much of the content you provide in this period will be the same for everyone (such as information about the business background and your values), but content should also be tailored for more targeted learning. This can be achieved through the use of role filters to allow new starters to explore their specific roles.

What should it contain?

Pre-induction training should cover all the questions someone may have before starting a new role, from ‘where do I go on my first day?’ to ‘who is my line manager?’. But the pre-induction period is also ideal for introducing the business, including its history and its structure. This is a good way to maintain enthusiasm for joining the company and to deliver this information at a time when the new starter can go through the information at their own pace. Some basic skills training may also be useful to start the journey to competence early, for maximum productivity when they join.

When should it be available?

Ideally, pre-induction training should be made available as early as possible after the new starter has accepted the role. This gives them the maximum time to work through the material in their own time. To do this, you could include a link to your induction portal in your welcome email to new starters, or direct them towards a mobile app to enable them to learn on the move. This material should continue to be available after their start date, perhaps in the form of performance support or refresher materials to support them in their first few weeks.

Where should it take place?

New starters will most likely be working a notice period in another role, so your pre-induction learning needs to fit around their current schedule. Therefore, you shouldn’t expect your new starters to be able to come to face-to-face induction sessions before their official start date. Making learning mobile enables them to access learning wherever they are, whether that’s on the way to work, at weekends or at home in the evenings. Remember to be aware of the potential IT risks associated with accessing company information over public connections, so ensure your portals are secure before giving access to people who are not yet employees.

Making it all happen

If you’re looking to transform your onboarding programme, that’s where we come in. LEO has 30 years’ experience in creating highly effective induction and onboarding programmes, and we believe that seizing the pre-induction period is crucial for setting your new starters up for increased speed to competence and productivity. To save money by taking advantage of the pre-induction period, contact us today to discover how we can help.