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Common onboarding mistakes
Mark Smith: We are now joined by Bella from our Sydney office. Bella's got a few tips for people about these mistakes. Tell us more, Bella.
Bella: Thanks, Mark. Effective onboarding is crucial for new employee integration and long-term success within a company. Employers often make critical mistakes that can impact a new staff member's productivity and morale. People to People conducted a poll asking job seekers what they would consider to be a bad onboarding experience when joining a new company, and these were the results.
Mark Smith: Interesting. What were the results?
Bella: Firstly, lack of orientation. New hires need to ensure they have a comprehensive introduction to a company's culture, policies, procedures, and their job responsibilities. Without this, a staff member can feel lost and unprepared in their new role. Secondly, poor communication. Employers need to set clear expectations, timelines, and maintain an open line of communication to prevent any confusion or frustration for a new staff member. And thirdly, a rushed onboarding process. Onboarding a staff member too quickly can overwhelm them, and a structured onboarding timeline is essential.
Mark Smith: Those are valuable insights. What about general advice for onboarding?
Bella: In general, employers need to recognize that the onboarding period is not a one-size-fits-all process. Customizing the onboarding experience to each employee's background and needs is crucial in ensuring a staff member feels like they belong in their new team.
Mark Smith: Fantastic advice, Bella. I'm sure our viewers appreciate these insights. Well, Bella, thank you for joining us today.
Bella: My pleasure, Mark.
Bella: Thanks, Mark. Effective onboarding is crucial for new employee integration and long-term success within a company. Employers often make critical mistakes that can impact a new staff member's productivity and morale. People to People conducted a poll asking job seekers what they would consider to be a bad onboarding experience when joining a new company, and these were the results.
Mark Smith: Interesting. What were the results?
Bella: Firstly, lack of orientation. New hires need to ensure they have a comprehensive introduction to a company's culture, policies, procedures, and their job responsibilities. Without this, a staff member can feel lost and unprepared in their new role. Secondly, poor communication. Employers need to set clear expectations, timelines, and maintain an open line of communication to prevent any confusion or frustration for a new staff member. And thirdly, a rushed onboarding process. Onboarding a staff member too quickly can overwhelm them, and a structured onboarding timeline is essential.
Mark Smith: Those are valuable insights. What about general advice for onboarding?
Bella: In general, employers need to recognize that the onboarding period is not a one-size-fits-all process. Customizing the onboarding experience to each employee's background and needs is crucial in ensuring a staff member feels like they belong in their new team.
Mark Smith: Fantastic advice, Bella. I'm sure our viewers appreciate these insights. Well, Bella, thank you for joining us today.
Bella: My pleasure, Mark.
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Featuring Mark Smith
Season Two
Join Group Managing Director Mark Smith for the latest insights into the employment and job seeker markets. Explore our hot jobs across Australia and some exciting opportunities abroad in New Zealand and the United Kingdom. This week, Mark is joined by recruitment expert Natalie Clark to discuss the common mistakes employers are making when onboarding new employees, and how they can rectify these errors to retain staff longer.
About our speaker
Mark, a qualified Accountant, began his career with Deloitte in the late 1980’s. In 1994, he decided to make a career change to the recruitment industry. During his early recruitment career with two listed recruitment entities, Mark recruited and managed teams in both temporary and permanent disciplines in the Sydney, Brisbane and London markets.
In February 2005, Mark established people2people with Manda Milling and Simon Gressier. Mark is a Certified Practising Accountant (CPA), a member of the Recruitment & Consulting Services Association (MRCSA) and a member of the Australian Institute of Company Directors (MAICD).
In February 2005, Mark established people2people with Manda Milling and Simon Gressier. Mark is a Certified Practising Accountant (CPA), a member of the Recruitment & Consulting Services Association (MRCSA) and a member of the Australian Institute of Company Directors (MAICD).
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