Five elements to a successful graduate induction

Jan 8, 2019 | Development

Dan Hawes of Graduate Recruitment Bureau shares advice for refreshing your induction programme.

First day nerves, we’ve all been there. Even at my local primary school where my son recently joined they had an induction of sorts with several open days and a home visit to ease them (and the parents) into this new environment. It’s the same for graduates starting a new job and perhaps, as recruiters, we sometimes forget what it’s like to make this transition into the workplace. 

When was the last time you reviewed your induction strategy? Even if you think you have a tried and tested induction programme it can be beneficial to take time to reflect, which could reveal what to improve. Many of my clients are ISE members. When canvassed, they gave some really useful pointers: 

1. Start early

Your induction needs to begin before the actual start date. Keeping candidates ‘warm’ and better informed post-offer builds the relationship and a much stronger bond – especially if they are able to communicate with other new starters in a social media group. Furthermore, this strategy can help reduce the likelihood of a reneged offer.

2. Storytelling

On day one with your opening presentations try and bring your company to life with anecdotes, milestones, quirky facts and a bit of gold dust to really engage new starters. Go one step further and begin by explaining your career journey from start to where you are now. Guaranteed to get buy-in!

3. Out of office

Remember that social connections made outside of work can help inside work, so look for opportunities during the induction period for graduates to socialise during lunchtime or evening activities. Inclusion is the key.  

4. Assign a buddy

Having a fellow employee take a new starter under their wing can work wonders and really help them to feel involved. Being able to confide in a peer who isn’t their boss can enable you to address any issues that may not have been communicated otherwise.  

5. Get feedback

You may think things went well, but it is essential for onward success to guarantee that all new staff are able to comment – anonymously if preferred – on what they liked and disliked during their induction.

Do you have something to add? I’d love to hear examples of best practice to share with my clients so do send me an email at

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