The 5 steps to a successful induction process for every new employee in your company

By Maëlys De Santis

Published: February 20, 2025

With a great deal at stake in both human and financial terms, the integration process is an important part of any recruitment process!

It enables new recruits to "get into the swing of things" and to feel confident about their future with their new employer.

From the company's point of view, a well-thought-out induction process ensures that the new employee remains loyal, that teams work well together and, ultimately, that results are better.

In short, a successful induction is a win-win situation for all concerned! In this article, we explain the 5 stages of a successful induction process.

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What is an induction process?

But what exactly is an induction process, and what is its main objective?

Definition of the HR induction process

The induction process is the set of measures that enable a new employee to settle into the company.

Also known as onboarding, it's a period during which the candidate immerses himself in the company's values, integrates its specific working methods and forges links with his new colleagues.

This is an essential phase for the company, as the integration process enables the newcomer to concretely envisage his or her future within the company!

The objectives of such a course

Have you ever attended a party where no one knew you were coming? Not to mention the feeling of unease that followed you for the rest of the event, and your early departure on the sly. 🫣

Well, the integration course helps to avoid this kind of situation. Its main aim is to prepare the ground in advance, but also to ensure that the new employee starts his or her experience on the right footing.

More specifically, your induction program aims to..:

To make the new employee's arrival smooth and pleasant for everyone;
Convey your values, culture and specific approach to work;
Provide all the information needed to understand and take up the job;
Enable the newcomer to make sure that his or her new job not only suits him or her, but also makes him or her want to stay with you!

The specifics of a digital induction program

Whether it's a telecommuting induction or to facilitate the HR onboarding procedure, more and more companies are opting for the digital induction pathway.

In this case, the newcomer is trained using e-learning software or applications on a tablet or computer. The course can be followed remotely or face-to-face on the company's premises.

The digital integration course has several advantages specific to its format.

On the one hand, it makes the recruitment process faster and smoother by delegating it to a virtual assistant. This saves time, energy and money compared with traditional onboarding.
On the other hand, the use of media such as video can activate emotional and sensory levers. Your new employee can "feel" the company, its atmosphere and its environment. This makes it easier for them to project themselves into their new job!

Why pay so much attention to the induction process?

A successful induction program means :

A new employee who makes a lasting commitment to your company;
Closer-knit teams;
Better long-term results.

Building loyalty with your new recruit

It's no news to you: turnover during the trial period has a real financial, time and even energy cost.

A well-thought-out, warm and supportive induction program enables your new employee to look forward to his or her future in your organization with serenity and enthusiasm.

You give them the opportunity to take ownership of your values, your culture and your processes, which in turn fosters long-term loyalty.

To encourage the creation of links

Arriving in a new environment is never easy! The employee induction program makes it easier by focusing on the human aspect.

With an induction program that emphasizes contact and interaction, you create the right conditions for bonds to form.

Your new recruit gets to know his colleagues, gains confidence and develops a sense of belonging to the company. He feels valued and encouraged by his peers as he takes on his new role, which can only be beneficial for the whole company. 💪

To guarantee better performance

A well-integrated employee is one who gives his or her best contribution to the company!

Thanks to your integration program, you can help your new employee get to grips with your methods so that he or she can carry out his or her tasks in the best possible way.

You also give them a chance to learn how to work well with their new team, making collective work more fluid and impactful.

In other words, integrating your new recruit means creating the best possible conditions for boosting your company's performance!

What are the 5 stages of a company integration plan?

Here are the 5 key steps to welcoming your new member of staff and ensuring his or her success in your company.

Step 1: Prepare the welcome

Now's the time to prepare the ground for welcoming your new employee!

Start by briefly introducing the new employee to your teams and departments. You'll have the opportunity to make a formal presentation on the day of arrival.

Anticipate the administrative aspects of onboarding with the HR department. They will collect and prepare all HR documents relating to hiring, pay, health insurance, etc.

This is also the time to organize the space and provide the necessary work tools and equipment (computers, desk, supplies, business phone, etc.).

Step 2: Plan an integration period

Whether it lasts a lunch, a day or a week, it's important to plan an integration period. During this time, the new talent gets to know his or her new colleagues and work environment.

On the first day, for example, you can give them a company welcome booklet. This can detail the company's history, values and vision. It also contains practical information such as restaurant opening times and contact details for the various departments.

It's also an opportunity to formally introduce your new employee, and encourage the creation of bonds with colleagues. Appointing a godmother or godfather is a great way to introduce him or her to the rest of the team in a relaxed way. 👥

Step 3: Support during the trial period

After the induction period, it's time to get down to business! Your new employee can take a seat at his or her desk and begin his or her tasks.

The trial period, which generally lasts from 2 to 8 months, begins. During this training phase, the employee learns how to use his or her skills and knowledge in line with the way the company operates. They also immerse themselves more deeply and sustainably in the corporate culture.

During the trial period, set up regular check-ups with your new employee and members of his or her team to ensure that the integration is going well. Ask any questions you may have about the new employee's activity, his or her relationship with the team and the environment.

An interview at the end of the trial period will also be essential to ensure that the collaboration is lasting for both you and your new recruit.

Step 4: Gather feedback

From the very first days, focus on communication by gathering feedback from your new employee and his or her colleagues.

In particular, ask your new employee how he feels in his new environment, and whether he is comfortable with his new tasks. Ask about any resource or coaching needs.

Gather feedback from team-mates on their tasks and integration. The more information you have, the better you'll be able to adjust integration measures if necessary!

Step 5: Follow your new employee's progress

Congratulations: your new employee is well integrated! Now all you need to do is set up a medium- and long-term follow-up of his or her progress within your company.

Maintain the dialogue initiated during the trial period by carrying out reviews and scheduling exchanges with the newcomer. Don't hesitate to invite the newcomer and his or her manager to lunches for a more informal format, which will facilitate exchanges.

Example of a new employee integration program: the case of BMW

Automotive giant BMW offers us a model for an effective induction process, with the emphasis on the human dimension and experience.

In particular, our mentoring system ensures that new arrivals feel fully welcomed and integrated right from the start. This also helps reinforce the feeling of belonging!

The brand also offers an integration seminar lasting several days. This gives each newcomer the opportunity to test-drive Mini and BMW cars, and thus get to grips with the brand's world.