Australian businesses have had to find new and engaging ways to not only attract but retain top talent as they face the ‘great resignation’ impacting all industries across the world.

Businesses must recognise that onboarding doesn’t end after the first day on the job. Onboarding is the process of introducing new hires into a business and can take well into the probation period to deliver properly.

“Technical introductions, important people to speak to and outlining first steps at a new workplace are all key in helping new team members assimilate into the business. A successful start to a new job determines how well an employee integrates into the team, how they find themselves within the company, and how productively they end up working,” Konica Minolta Australia general manager of marketing and innovation, Mark Brown said.

Any successful onboarding process should ensure new hires feel like part of the team and encourage quick integration, as well as provide employees opportunities to network and fulfil their expectations in a positive, memorable way.

A well-structured onboarding process can be divided into three key phases.

Phase one: preparation

The preparation phase should begin before the new hire walks in the door or logs in on their first day. Onboarding checklists should be provided and adequate information regarding dress code, key contacts, and daily agenda should be made readily available. This is particularly important for remote working hires who may need schedules to assist with timekeeping across the day. Personal touches like small gifts, mission statements, or social opportunities can also go a long way.

Phase two: orientation

Understanding a new workplace may take a number of weeks for new hires. Business leaders should use this time as an opportunity for team members to find out where they fit in the scope of the company. Providing a tour of the company including a product and services breakdown can be a good place to start for this.

Phase three: integration

After the probation period, business leaders should look for opportunities to keep team members actively engaged within the organisation. This could look like additional training modules, team building or goal setting to retain talented staff as they grow in their role.