So, after much ado, you have found the ideal candidate, offered them the post and they have accepted, so now it's time to think about their induction; hopefully the below, adapted from the Acas Work and Employment Law Advice guide, will be of help.1
Taking some action before the recruit arrives will make for a smoother induction so it is worth thinking about:
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Providing a welcome information pack: Send the recruit an information pack in hard copy or electronic format as appropriate. This will give them a fuller understanding of the practice workings and will hopefully answer many questions. The pack should also include their Written Statement of Terms and Conditions of Employment (if it was not sent with the job offer letter) and any practice handbook if there is one. For example, welcome information packs are particularly helpful for preparing for a technical job (such as that of a trainee dental nurse or decontamination assistant).
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Decide what approach to take: Induction need not be formal, if it is structured, well organised and managed, and completed. In many dental practices, it will be carried out informally.
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Making an induction plan: Planning the recruit's induction by working out what, when and who in the practice will get involved will help maintain a positive attitude. Importantly, it should identify who will greet the recruit on their first day. Much will depend on the size of the practice, but it is common for different parts of the induction to be handled by different staff with relevant expertise. For example, it could include the practice manager, a dentist and a dental nurse.
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Creating a simple checklist: Writing a checklist of what should be covered is particularly helpful, especially one that can be shared with the recruit to give them some ownership in managing their induction.
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Tailoring the induction: Someone just out of school or college is likely to need a different induction to someone who has had experience in one or more dental practices, or someone returning to the world of work after a long absence. Some people learn quickly while others may need more time. Adapting the plans, and building in some flexibility, can help.
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Checking for additional considerations: In many cases, the recruit will work as flexibly as they can for the induction which may not always match the usual working hours, and this should be made clear when a job offer is made. Sometimes, they might not be able to make all the adjustments for the induction - for example, they might have a disability that requires regular short breaks, or have responsibilities as a parent or carer. There are often simple ways to work around these situations and discussing them with the recruit ahead of time can help.
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Preparing their working space: Make sure the recruit's workstation or space is ready and working with all the equipment they will need, even if they are unlikely to use it much on their first day. Sorting out other practicalities like security passes, photo IDs, computer network accounts, telephone numbers or locker spaces will also help.
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Making sure everything is up to date: Include the latest relevant practice information such as working practices, duties, policies and procedures.
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