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This module is designed to give you a good grounding in the basics of employment law and HR practices for creating a good employment environment. This includes advertising, interviewing, reference checking, contracts and induction. At the end of this module you should be able to confidently do these things with assistance from the Employer Direct document library. Once you have completed this modules, your skills and knowledge will be assessed through online quiz.

Why an induction is important Inducting your new employees serves three purposes. You ensure that they feel welcomed and acclimatise to their new workplace. This helps with staff retention and engagement You ensure that they hit the ground running, know how you operate and what your policies are. This ensures that you get the best out of them and that any questions can be raised early on In the event of a breach of procedures, policies or a failure to fulfil their duties, you have a record that they have been shown the correct way to work. This may be helpful if these issues reoccur and disciplinary processes are required. What to include in inductions At a minimum, we would recommend that new employees are inducted in these areas How and where their job takes place (ie, tools they have, any uniform, their team, etc) Daily procedures (ie, where rosters or timesheet are, where they can take breaks, where they work, etc) Leave processes Health and safety information Company policies How to induct: This will vary depending on the experience and needs of the new employee. However we recommend that you use the Employer Direct Induction guide which will guide you to perform an induction on their first day, first week and provide regular check ins. This can be delegated to another employee as their mentor. Induction forms a key role in probationary periods It is important that employees on probationary periods are thoroughly inducted. In the event that the probationary period is not successful, then you are required to have raised these issues before ending the probationary period and give the employee time to improve. Review these documents: Employer Direct Induction Manual Template Employer Direct Guide - New Starts

Next up, start working on Level 3: The ongoing employment relationship.

How to find the right candidate Remove candidates that do not meet your criteria Screen those that you are considering with a quick phone call or email Put together the interview questions After interviewing each candidate, write down your thoughts about them. This will help you to whittle them down further if you need to. Important points to remember: You cannot ask discriminatory questions during the interviews. These include about family plans, gender, race, sex or disabilities. You should let candidates know if they should expect further contact and when, particularly around decision making. Review this document: Employer Direct Interview Template