There are straightforward steps that an employer can take that will help new employees sustain their employment. These include ensuring effective processes for:

• The induction of new employees
• Providing aftercare for recruits
• Retention and staff development

Induction

Providing a structured and planned induction process is something that you should encourage employers to provide to all new employees. Employees need to understand what their job requires and feel comfortable within the company.

Induction does not have to be a complicated or prolonged process. What it covers will depend on the size and nature of the business, but it will be worth talking to employers about the key elements that they should consider including:

• Introduction to work colleagues.
• Standard working practices, such as time sheets, working hours, flexi-time, overtime, etc.
• Who is responsible for providing support and guidance.
• Who to go to with any problems and difficulties.
• Practical issues such as health and safety.
• Training needed to carry out tasks effectively and safely.
• Company policies and procedures, such as holidays, sickness, equal opportunities, etc.

In most respects, the induction process for priority clients should be the same as for all new employees.

However, some individuals will need additional support to help them settle into the workplace and you should help employers consider how this could be provided. This kind of additional support is usually straightforward. It could include:

• An extended induction process to allow an employee to really get to grips with their role and responsibilities.
• Providing training over a longer period of time.
• Ensuring that the necessary adjustments are made to support individuals with disabilities.

Providing Aftercare For Recruits

Many of those from priority groups will be able to adapt quickly and effectively to moving into employment and will not need any additional support beyond the initial induction period.

However, for some individuals the provision of a more extended period of support can make a real difference to their ability to sustain employment in the long term.

SME employers may be concerned that this type of support will be costly and time consuming. You could encourage them by highlighting the benefits that it could bring to their business, such as:

• A reduction in staff turnover rates that will decrease the costs of recruitment.
• Opportunities for staff development from other employees providing support.
• Ensuring that all employees are able to work to the best of their ability, which will help with overall productivity.

Providing effective support during the first few weeks or months of employment does not have to be a complicated or time consuming process for employers and there are a number of straightforward ways that this can be done, including:

• Regular contact with a manager or supervisor to check how things are going and to provide feedback on progress.
• Assigning a work colleague to be a mentor or ‘buddy’ to a new employee, to provide informal support and be a point of contact for questions and problems as they arise.
• Identifying any additional training and development needs that will help the new employee to carry out their job more effectively.
• Ensuring that new employees know who they can talk to if they have any worries or concerns about their job.
• Increasing responsibility on a staged basis to allow time for the new employee to learn about different aspects of the job.
  

Retention & Development Issues

After the initial period of employment, the need for additional support will lessen for many people. However, providing skill development and career progression is one of the factors that encourages people to sustain employment and remain with an employer.

You should encourage employers to put procedures in place for staff to access ongoing training and development opportunities. Encouraging staff development will be of benefit to all employees and can help employers reduce the turnover of staff, and therefore lower their recruitment costs.

You can signpost employers to the following key sources of advice and information about staff training and development:

• Business Gateway and Highlands and Islands Enterprise can provide advice and information about implementing systems for staff training and development.
• Learn Direct Scotland for Business can also help employers assess the skills of employees and identify training solutions.
• Many local Further Education Colleges provide training for business on a wide range of topics. Contact details for FE colleges can be found at www.ascol.org.uk/colleges.cfm

Sustainable employment: supporting people to stay in work and advance – National Audit Office, 2007