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In the competitive landscape of talent acquisition and retention, Australian businesses are increasingly recognising the importance of an effective onboarding process.
HR Leader’s Jack Campbell sits down with Lauren Karan, director at Karan and Co, to discuss just how crucial it is to get this step right.
Lauren emphasises that onboarding should commence the moment a candidate signs their contract. This period is delicate, as new hires are often counter-offered by their current employers and have yet to establish a relationship with their new manager.
With the rise of remote and hybrid work models due to the pandemic, onboarding has faced new challenges. Maintaining communication is key. Whether through team chats or scheduled video calls, it’s vital to ensure new hires feel integrated and supported, even when working from a distance.
However, the responsibility of onboarding should not be shouldered by HR alone. Managers play a pivotal role in the process. Lauren argues that managers should take the initiative to connect with new hires, scheduling regular check-ins and being readily available to answer questions. This not only helps the new employee settle in but also demonstrates the manager’s commitment to their success.
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Onboarding is the process of integrating new hires into the company, guiding them through the offer and acceptance stages, induction, and activities including payroll, tax and superannuation compliance, as well as other basic training. Companies with efficient onboarding processes benefit from new workers integrating seamlessly into the workforce and spending less time on administrative tasks.
