Step 7. Induction

The seventh and final step in the safer recruitment process is induction or orientation. This is when a person starting a new role is given a settling in period and gets additional support and guidance so they can start well. 

The purpose of an induction process should be to introduce a new worker to their role so they can become familiar and confident with it through intentional support and guidance.

However formal or informal, an induction should include steps such as training and shadowing and form part of an agreed probationary period. 

It is also an important opportunity to ensure the worker knows how to fulfil the role safely.

Induction could be a formal process with scheduled meetings, tasks, and mandatory training, or it could be less formal- a chat with the team, a tour round the building, basic safeguarding training and a gradual introduction to the work.

Whether formal or informal you should consider what needs to be done before the employee or volunteer is able to fulfil all the different parts of the role profile safely, and have contact with those you are serving - particularly vulnerable groups. 

​Shadowing  

Shadowing another team member can be a helpful way to start a new role. The new employee or volunteer can experience the role with support and see how the role profile, policies and code of conduct are outworked day to day.

It reduces the risk of misunderstanding or misinterpreting written policies or assumptions formed in advance. It also allows children and adults at risk of harm to get to know the new person in the company of a trusted adult who can support communication as necessary.​ 

Training 

Everyone who has contact with babies, children, young people or adults at risk of harm should have an appropriate level of safeguarding training during their induction.

There may be other training relevant to the role such as first aid, manual handling, food hygiene etc and agreeing dates for undertaking this should be part of the appointment and onboarding process.​