Appointment and induction

When you have decided who you want to hire make sure you have checked their right to work in the UK. Read the Government’s guide on document checking: Right to work - UK Government Guide  

The next stage is to obtain references and offer them the position.  

A contract exists between an employee and employer as soon as a job offer is accepted. An employment contract is an agreement that sets out an employee’s employment conditions, rights, responsibilities, and duties. Examples of what should be included:  

• Start date   
• Remuneration and when it will be paid 
• Hours of work  
• Holiday entitlement  
• Conditions for sick leave 

Statutory Sick Pay - UK Government website 

• Pension and pension scheme information  
• Notice of termination  
• Place of work  

Don’t worry if this is your first time hiring – Business Gateway has an employee contract template that can be accessed on their website:

Business Gateway - Templates for employers 

• Job offers can be made subject to satisfactory references being received  

• Only approach a referee if you have permission from your candidate (they might not want you to get in touch until they are successful)  

• Ask for the dates of employment, the duties undertaken, and the skills they used  

• Include relevant questions about the candidate’s ability to carry out their new role (you could include a job description). Do not ask for personal information or conjecture  

• Remember – there is no legal obligation to give a reference and some employers have a policy to only give a factual reference e.g., the dates of employment, job title and salary 

To help your new member of staff integrate quickly and ‘hit the ground running’ you should spend time planning an induction that will introduce them to their colleagues and the values of your organisation. We have tips below and an induction checklist in the resources to assist you. Before they start ensure: 

•  Colleagues are aware of their arrival and their role and responsibilities  
• They have access to your building and know where they are going 
• They have an area to work and their computer is ready to go, if relevant 
• You have all the documentation they need  
• Training has been considered – identify if this will be in-house or external 
  • The first day should include:  A tour of the facilities (work areas, break areas, where to get food/ drink, fire exits, toilets)  
  • A brief introduction to the organisation, the team structures and history 
  • An explanation of health and safety guidelines, access arrangements, absence reporting, time keeping and your expectations from them as a member of staff

Try not to overwhelm your new member of staff on their first day!  

Give them time to ask questions and absorb their new environment and information. You should also consider arranging a ‘buddy’, if possible, for your new staff member. This role would be for someone who is not their line manager, and who can be approached about general queries or ‘silly’ questions.