The 5 steps to a successful induction process for every new employee in your company

By Maëlys De Santis

Published: 20 February 2025

With a great deal at stake in both human and financial terms, the induction programme is an important part of any recruitment process!

It allows new recruits to 'get into the swing of things' and feel confident about their future with their new employer.

As far as the company is concerned, a well thought-out induction process ensures that the new employee stays with the company, that teams work well together and, ultimately, that results are better.

In short, a successful induction is a win-win situation for everyone involved! In this article, we explain the 5 stages of an induction process.

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What is an induction process?

But what exactly is an induction process, and what is its main objective?

Definition of the HR induction process

The induction process is the set of measures that enable a new employee to find his or her feet within a company.

Also known as onboarding, this is a period during which the candidate immerses himself in the company's values, integrates its specific working methods and forges links with his new colleagues.

This is an essential phase for the company, as the induction process enables the newcomer to envisage a concrete future with the company!

The objectives of such a course

Have you ever been to a party where nobody knew you were coming? It's rather unpleasant to read the astonishment on the faces of the guests... Not to mention the feeling of unease that followed you for the rest of the event, and your early departure on the sly. 🫣

Well, the induction course helps to avoid this kind of situation. Its main aim is to prepare the ground in advance, but also to ensure that the new employee starts his or her experience on the right footing.

More specifically, your induction programme aims to:

To make the new employee's arrival smooth and pleasant for everyone;
To convey your values, culture and specific approach to work;
Provide all the information they need to understand and take up the job;
Enabling the new employee to make sure that their new job is the right one for them, but also making them want to stay with you!

The specifics of a digital induction programme

Whether it's a case of taking up a teleworking post or facilitating the HR onboarding procedure, more and more companies are opting for a digital induction programme.

New recruits are trained using e-learning software or applications on a tablet or computer. The course can be followed remotely or face-to-face on the company's premises.

The digital integration programme has a number of advantages specific to its format.

Firstly, it makes the recruitment process faster and smoother by delegating the process to a virtual assistant. This saves time, energy and money compared with traditional onboarding.
In addition, the use of media such as video enables the emotional and sensory levers to be activated. Your new employee can "feel" the company, its atmosphere and its environment. This makes it easier for them to project themselves into their new job!

Why pay so much attention to the induction process?

A successful induction programme means :

A new employee who makes a lasting commitment to your company;
Closer-knit teams;
Better long-term results.

Building loyalty with your new recruit

It's no news to you: turnover during the trial period has a real cost in terms of money, time and even energy.

A well thought-out, warm and supportive induction programme will enable your new employee to look forward to his or her future with your organisation with confidence and enthusiasm.

You're giving them the opportunity to take on board your values, your culture and your processes, which will help them to stay with you for the long term.

To encourage the creation of links

Arriving in a new environment is never easy! The employee induction programme makes it easier by focusing on the human element.

With an induction programme that emphasises contact and interaction, you create the right conditions for bonds to form.

Your new recruit will get to know his colleagues, gain confidence and develop a sense of belonging to the company. They feel valued and encouraged by their peers as they take on their new role, which can only be beneficial for the whole company. 💪

To guarantee better performance

A well-integrated employee is one who gives his or her best contribution to the company!

Thanks to your induction programme, you enable your new employee to get to grips with your methods so that they can carry out their assignments in the best possible way.

You're also giving them a chance to learn how to work well with their new team, which makes working together smoother and more effective.

In other words, integrating your new recruit properly means creating the best possible conditions for boosting the company's performance!

What are the 5 stages of the induction plan?

Here are the 5 key steps to welcoming your new member of staff and ensuring their success in your company.

Stage 1: Preparing the induction

Now is the time to prepare the ground for welcoming your new employee!

Start by briefly introducing the new employee to your teams and the various departments. You'll have the opportunity to make a formal presentation on the day of arrival.

Also anticipate the administrative aspects of onboarding with the HR department. They will collect and prepare all the HR documents relating to recruitment, pay, health insurance, etc.

This is also an opportunity to organise the space and provide the necessary work tools and equipment (computers, desk, supplies, business telephone, etc.).

Step 2: Plan an induction period

Whether it lasts a lunch, a day or a week, it's important to plan an induction period. During this time, the new talent gets to know his or her new colleagues and work environment.

On the first day, for example, you could give them a company induction booklet. This could detail the company's history, values and vision. It can also provide practical information such as restaurant opening times and contact details for the various departments.

This is also an opportunity to officially introduce your new employee, and to encourage the creation of links with colleagues. Appointing a godmother or godfather is a great way to introduce them to the rest of the team in a relaxed way. 👥

Step 3: support during the trial period

After the induction period, it's time to get down to business! Your new employee can take a seat at their desk and start their tasks.

The trial period, which generally lasts from 2 to 8 months, begins. During this training phase, employees learn how to use their skills and knowledge in line with the way the company operates. They also become more deeply and permanently immersed in the corporate culture.

During the trial period, set up regular check-ups with your new employee and the members of his or her team to ensure that the integration is going well. Ask all the necessary questions about the new employee's activity, their relationship with the teams and their environment.

An interview at the end of the trial period will also be essential to ensure that the collaboration is lasting for you and your new recruit.

Step 4: Gather feedback

From the very first days, prioritise communication by gathering feedback from your new employee and their colleagues.

In particular, ask your new employee how they feel in their new environment and whether they are comfortable with their tasks. Ask them about any resources or support they may need.

Gather feedback from team-mates on their tasks and integration. The more information you have, the better you'll be able to adjust the integration measures if necessary!

Step 5: Monitor your new employee's progress

Congratulations: your new employee has been successfully integrated! Now all you have to do is set up a medium- and long-term monitoring system to track their progress within your company.

Maintain the dialogue initiated during the trial period by carrying out reviews and scheduling discussions with the new arrival. Don't hesitate to invite the person concerned and their manager to lunches for a more informal format, which will facilitate the exchange.

Example of an induction programme for new employees: the case of BMW

The automotive giant BMW offers us a model for an effective induction process, with the emphasis on the human dimension and experience.

In particular, its mentoring system helps new arrivals to feel fully welcomed and integrated from day one. This also helps to reinforce the feeling of belonging!

The brand also offers an integration seminar lasting several days. This gives new arrivals the opportunity to test drive Mini and BMW cars, and so get to grips with the world of the brand.