Coming down to the personal needs of the employee, point them in the right direction of the toilets, cafeteria, snack/drink machines and anything else that they may require.
An employees involvement with other employees is important. Tell them about any activities/social outings that occur both in and out of work time. This could be a game of football after work on Tuesday or a pint of beer at the pub during Friday lunchtimes. Involving them early with the social side of working will give them a feeling of being 'accepted' and welcome.
When They Need To Know
As said earlier, induction can start from the selection process such as the interview. But it is important that some things are brought to the new employees attention before they start their first day at work. This is the terms and conditions of employment which they may already have in writing if you issued them. Additionally, they will need to be aware of where to go, who they should ask for and what they should bring along to prepare for their first day.
You too may want to prepare for their arrival by making sure that you obtain any necessary equipment for them (working computer, safety gear, etc). If you have involved others to assist with the induction (detailed later), create a time table to let them know when they are required.
Some information may be given when your new employee actually starts their first day. This is a big day for the new employee and what happens will usually form the basis of their impression of your company. Make sure that they are made to feel welcome in every department they may venture.
Often, this day is used to inform the employee about company procedures (outlined earlier) and to complete any necessary paper work concerning their details (bank details, P45 forms, etc). Introduce the employee to everyone that they will be working with. This way, there will be no strangers around when they come to work the following day.
It is important not to overload the employee with too much information on the first day as you don't want them to forget the most important points (no one will remember it all). Remember: induction takes time to be successful.
Other things, you may decide to introduce when necessary during the course of their early employment. Within this period, it is the time when the new employee may start to compile a list of questions about the job or company.
These insecurities often lead to the employee leaving or progressing at a much slower rate. It is therefore in your best interest to have a follow-up meeting, say, in the form of an appraisal to compensate for this matter. Usually done after 2-3 months from initial employment, it gives you (or whoever is running the induction) a chance to offer further information and for the employee to ask questions in their concern.
Who Should Do The Induction?
If you are unsure about the best way to pass on the information, then leave it all to whoever will be the new employees superior. However, you may decide that it is relevant to break down the information to be given by the relevant departments. For example, your personnel department may inform them about employment contracts and procedures.
If the new employee will be working with others, you may offer the responsibility to one of his/her future colleagues. This way can benefit the new employee because they will be making a new friend at the same time and could see it as a doorway to their social involvement.
If this isn't yourself, then you may think it is best to leave the induction to the person who is most interested about the effectiveness of the induction scheme. They will then perhaps make it their responsibility for ensuring that the new employee integrates into the company with the right balance (job/social/personal involvement).
Whoever you allocate to do the induction, it will start to form a good relationship between those involved (or not as the case may be).
Summary
A good induction can determine how quickly your employee settles into the business and the speed at which they develop to reach their full potential. Giving the employee all they need to know in relation to their time at your business will further determine its effectiveness.
The importance of how long the induction should be has been stressed throughout the article. Take as long as you need until you believe (and has been acknowledged) that the new employee has been integrated completely into your business. Have a 'follow up' appraisal to sort out any queries that they (or yourself) may have .
Involve everyone that you feel essential to create good relations between the new employee and those that they will have connections with. Make the employee feel welcome and comfortable in all areas that will involve their presence.
Introduction 
