Induction, Organisational Exit

and Recruitment Ethics

 MAIN OBJECTIVES
By the End of This last session, YOU shall be able to:

 Identify the importance of Induction, consequences

of poor induction and plan for an effective induction
program.
 Identify Organizational Exit and how to conduct an
effective exit interview.
 Increase your awareness of Diversity, Recruitment
integrity and ethical codes of practice.

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 5–2

 Main Topics

 Induction: definition, significance, and

plan.

 Organisational Exit: definition,

significance, and Exit Interviews

 Recruitment codes of ethics.

5–4
 Induction
(Orientation)
 DEFINITION

Induction is the process of

familiarisation with the
organisation and settling
into the job.

5–5
Introduction

Induction is vital for new employees.

Studies have shown that 20% of all leavers
had less than six months’ of service.

6
Introduction

The induction process starts from the first

day the employee start their job until the
new starter performs effectively in their role.
It usually lasts until the end of the probation
period, but the duration primarily depends
on the specific job and the new employee.

7
Objectives of Induction

1. To integrate new starters into the

organisation.

2. To ensure that new starters become fully

effective in the shortest time possible.
.

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 5–8

 An Induction program (Example)

First Day

Welcome & Team Tour of the Paperwork &

Introductions Workplace Discuss Program

5–9
 An Induction program (Example)

First Week

Best Practice &

Roles & Extended
Organisational
Responsibilities Introductions
Values

5–10
 An Induction program (Example)

First Month

Coaching & Performance

Goal Setting
Mentoring Management

5–11
 Consequences of ineffective
induction

Ineffective induction can be costly for the

individual and the organisation :
 Poor integration into the team
 Low morale for the individual and the team
 Loss of productivity and operational
effectiveness
 Negative potential impact on customer
relations
 Poor retention ( new employees leave)

5–12
Poor induction can result in a resignation from
the new starter; more negative consequences
will follow:
 The high cost of recruiting a replacement
 The time it takes to fill the vacancy ( 8 to 9
weeks)
 Wasted time for the recruiter/inductor
 Additional work for other team members
 Damage to the image and reputation of the
organisation from high turnover and negative
word of mouth.
Great ideas for successful Induction:
• Prepare an induction pack for all new staff
members. It should include general information
on the organistion. For example; its operation,
Values and vision, intranet, terms and conditions
of employment, rules and regulations, health and
safety, training culture,…etc.
• Assign a “Buddy” from existing staff to
support, mentor and look after the new entrant.
(A colleague or line manager).
• If the number of joining staff is large, give an
‘Orientation Presentation “ .
5–14
Please read Carefully:

The TOP TIPS FOR EFFECTIVE INDUCTION

Handout
5–16
 Organisational Exit

Organisational Exit is the dissolution

(ending) of an employment relationship:
1. Termination: Involuntary turnover
2.Resignation :Voluntary turnover
3.Retirement
4.Layoffs

5–17
Organisational Exit :

Organisational turnover is generally

considered a negative outcome and
organisations spend a great deal of time
and money trying to reduce it.

5–18
Reasons for employee resignations:

1.Unrecognised work-Poor reward system

2.Little or no opportunities for promotion
3.Poor Management style/conflicts with
supervisors
4.Very high or too low job demands
5.Better opportunities (promotions)
6. Better or equal paying job
7. More valuable, rewarding work
5–19
Organisational Exit

Human Resources need to

identify and analyse the
reasons for employee turnover
and take corrective action to
control it.

5–20
 Exit Interviews
Exit interviews are an essential tool to
capture very useful information:

• Areas of problems in the organisation.

• Areas of strengths in the organisation.
• Determine the true reasons behind the
employee leaving.
• Bid the employee farewell in a positive
and constructive manner.
5–21
Exit interview questions should
cover these areas

1. Reasons for leaving (why?, did they try

to change the trigger?, line manager’s
response,…etc).
2. Management Support and performance
management ( effective ? fair?).
3. Job Satisfaction ( Level of duties,
training, support, organisational
structure, recognition, ..etc).

5–22
Record the interview, Analyse
the information
and Take Action !

5–23
Please read Carefully:

The Exit Interview Questions Handout

5–25
Elements of a Positive Code of
Ethics

1. Fair, Objective Selection Decisions

with High Integrity and Transparency.
2. Confidentiality and Data protection
3. Respect and Implementation of
Diversity laws.

5–26
 Group Exercise

Determine which of the questions on

the Task sheet are discriminatory
and which aren’t.

5–27
Please read:

The Code of Ethics and Professional

Conduct of the Institute of Recruitment
professionals which is a good listing of an
ethical approach to recruitment.
 End of
The Recruitment and
Placement Module,
Well Done !

29
Thank YOU

4–30