Everyone wants a new starter's first weeks to go well - and everyone is busy with the day job.
All Jobs Pro's customised induction framework ensures your new starters are always supported - whichever team they're joining.
Every early leaver means wasted hiring costs and a knock to the team's morale - plus the gap they were hired to fill stays open even longer.
Resignations with the first 12 weeks were experienced by 41% of employers according to the 2024 CIPD resourcing survey - findings the CIPD says emphasise the importance of effective end-to-end recruitment and onboarding.
The moment an offer is accepted, your rules become that starter's personal checklist - dated, ordered and branded as your organisation.
They see what is done, what is next and who is arranging it - so day one feels organised, because it is.
Define each induction task once - the IT account, right to work, payroll, the house tour - with an owner and a plain-English description.
HR, IT, payroll or the line manager: every task knows whose job it is.
Different departments, different teams, different managers - each brings people in their own way. The process you configure is fine-tuned to suit each of them.
Schedule tasks by team and by time, from two weeks before day one to the end of probation - the planner shows the whole induction on one screen, so gaps are obvious before a new starter ever finds them.
A successful induction is a team activity, and communication is key - everyone supporting the new starter knows exactly what is being asked of them, and when.
IT, payroll and the people team each get a live list of what is outstanding across every new starter - no chasing, no spreadsheets, and the laptop is on the desk before day one, every time.
From January 2027, unfair dismissal protection begins at six months' service - not two years. The first months are now when you must know, fairly and confidently, that a hire is working out.
ACAS guidance is clear: set specific objectives, hold scheduled reviews, raise concerns as they arise, and keep a record of the support you gave.
The framework keeps that record as a by-product of doing right by your new starter - objectives set in the plan, check-ins held on schedule, outcomes noted at the time.
If a hire is not working out, you have a clear, fair, contemporaneous record. And when they are - which is the point of all this - you have the story of a great start.
ACAS is clear about what a good start looks like: specific, measurable objectives, reviews held on schedule, concerns raised as they arise - and a record of the support given.
The framework builds all of that in as standard - and from January 2027, when unfair dismissal protection begins at six months, that structure matters more than ever.
Your managers will love recruiting with our easy to use software.
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Make the best hires and take control of your employer brand.
In-house recruiting
Advertise once, in all the right places. The best job boards with a couple of clicks.
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Requesting, chasing and capturing references - all handled automatically, with your full oversight.
Automated referencing
Contract signing, payroll information and referencing - everything handled on time and without any admin headache.
Onboarding tools
A structured induction for every new starter - defined once, delivered automatically, tracked to the end of probation.
Induction framework
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