An employee’s onboarding experience sets the tone for their employment. A great experience can ease their transition, encourage engagement, promote high performance and support retention.
A successful onboarding experience informs employees about compliance, clarification, culture, and connection. It requires clear goals and measures, teamwork across the organisation and ongoing support.
Taking a tailored approach to onboarding is a key component of creating a good experience, as everyone’s situation, role and needs will be different.
You can create a positive onboarding experience by:
- considering what a good experience looks like in your agency
- understanding your responsibilities
- identifying who is responsible for each action (manager, HR, ICT) and communicating with them regularly
- personalising the employee experience by understanding their circumstances and connecting with them
- checking if the employee requires reasonable adjustments
- proactively asking for feedback throughout the onboarding process
- adhering to your agency’s policies.
Use these resources to help you at every stage of onboarding.
Preparing for a new employee
Plan for a great onboarding experience by following this guidance.
The first week with a new employee
Find out what you should consider to support a smooth start for a new employee.
The first 90 days with a new employee
Guidance to support ongoing engagement and retention with employees in their first 3 months.
Check your organisation's policies and procedures
Your organisation might have specific policies and procedures you need to adhere to when onboarding an employee. Speak to your organisation’s HR team to understand your obligations.
Recruitment and selection guide
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Navigating Recruitment
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Filling a role
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Planning a recruitment and selection approach
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Assessment centre fact sheet
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Setting the assessment standards and rating approach
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Designing the assessment process
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Descriptive rating scales
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Examples of assessment components for different roles
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Examples of a multi stage assessment
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Designing the application form
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Choosing assessors
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Selecting fit for purpose assessments
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Predictive validity of assessment methods
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Interviews
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Work sample exercises
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Psychometric assessments
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Designing work sample exercises
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Deciding the recruitment and selection approach
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Writing behavioural interview questions
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Example 1
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Matrix for capability based assessments
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Example 2
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Capabilities commonly assessed using work samples exercises
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NSW Government talent acquisition scheme
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Matrix for capabilities commonly assessed using work sample exercises
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Attracting candidates
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Assess candidates
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Conduct pre screening
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Administering and scoring assessments
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Consolidating results and making selection decisions
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Reviewing the resume and application
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Developing a shortlist
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Example of a candidate’s consolidated results (all capabilities assessed)
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Example of a candidate’s consolidated results (focus capabilities assessed)
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Administering and scoring psychometric assessments
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Practical guide to interviewing
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Administering and scoring work sample exercises
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Deciding and appointing
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Onboarding a new employee
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Glossary
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About recruitment legal requirements