The A-Z of legal recruitment
• Did you know there are 11 legal requirements for recruitment?
• Do you know how the Employment Equity Act affects your job advertisement?
• Do you know what checks you can legally conduct on an applicant?
• Are you sure your employment contract includes the 16 clauses the law says you must have?
Three points you must assess during an induction process follow-up
- Has been socialised in the company culture;
- Is experiencing any difficulties; and
- Is reaching his potential in the new job.
By knowing this, you'll be able to iron out any hiccups and plan and structure your future induction
processes much better.
But how do you conduct this follow-up?
Do you want to?
• Create recruitment ads in minutes;
• Review CVs in 30 seconds;
• Identify poor performers in minutes;
• WOW your boss with your efficiency; and
• Save yourself time and money.
How to conduct an induction process follow-up
The best way to conduct this follow-up is to ask your employee into an informal meeting.
In this meeting, ask how he's coping with the work, check if he settled in okay and ask for feedback on his job induction
All these questions will give you insight that'll not only help your employee settle in, but also fix any problems in your staff induction
It's also beneficial to get your employee to fill out a feedback questionnaire.
Induction follow-ups are a vital way to check your new employee's happy and your induction
process is working well. So ensure you do follow-ups after every induction