Most organizations conduct induction program only as a means to complete the protocol requirements. But they fail to realize that it is a very powerful tool, which can be wielded at the entry point of the employee. It is a great opportunity for brand building and talent retention. As the newly joined employee steps into the portals of his employer he or she is filled with apprehensions about his choice and future intentions. The induction program reassures and convinces the employee ( who becomes an internal customer) that the right choice has been made and it can also be suitably recommended to other pools of talent. Hence, the article calls for the HR team to revisit the agenda and modality of their induction programs, to revise and strategise it as powerful brand building tool. Objective: The present study aims to establish a productive model of employee brand building tool in an IT industry. Specially it aims at the induction program done by the IT industries to able to develop employe skills and abilities during the induction program and what employees think about the induction programs. Methadology: A descriptive research design has been done and survey is been done to collect data. Responses were collected using convenience sampling from 237 employees who were working in the IT industry. Findings: Using factor analysis it was found that there are two major factors that employees feel are the components of a good induction program. They are the content and facilitation for interactions. This provides a positive perception of the employer which in turn leads to the employee feeling proud of being part of the organization. This in turn will lead them to bring in a more talented pool of employees by their word of mouth. This serves as a wakeup call to the HR teams across different organisations to reconsider induction programs from just being a formality to a brand building, talent acquisition and talent retention tool.