Induction training is absolutely vital for new starters in an organization. Good induction training ensures new recruits are settled down quickly, comfortably and happily to a productive role. Poorinduction training for new recruits may increase the risk of the problems like poor performance, low job satisfaction, absenteeism and resignations or dismissals. However, the aspect of induction training and its effect on employee retention among university staff in Kenya has not received considerable attention in research. Therefore, the purpose of this study was to investigate the effects of induction training on retention of staff at Kabarak University. Specifically, the study sought to establish how; the impact of induction on employees confidence in the organization and self; different approaches to induction and; job satisfaction arising from employee induction affects retention of staff in the university. Survey research design was adopted for the study that targeted the university’s employee’s drawn from, teaching and non teaching staff at different levels as respondents. Stratified random sampling was used to obtain a sample size of 80 respondents that was used for the study. Data was collected using self administered questionnaires. The data collected was then analyzed using both descriptive and inferential statistics with the former involving the use of frequencies and percentages while the Pearson’s Correlation Coefficient and Regression analysis were used in the latter. The findings revealed that the induction process was instrumental in providing confidence to the employees on their institution and on their abilities significantly (β=.311, p