New Hire Onboarding
New hire onboarding usually begins on day one, which leaves a gap of two to six weeks in which the organisation goes quiet and the new starter is still talking to other employers.
That period is when counter-offers land and second thoughts arrive, and silence makes both more persuasive. The candidate has committed to a decision and has nothing to confirm it was right.
Filling the gap is inexpensive. Send the contract and forms promptly rather than in the final week. Confirm the first day, time, place and who to ask for. Send something about the team or the work. Have the manager make brief contact. Get equipment and access ordered early enough to be ready.
It also moves compliance collection earlier, which is where it belongs, since clearances and right to work evidence are much easier to obtain before someone starts.
The Fair Work Ombudsman covers what must be given to new employees. This is general information rather than legal advice, and obligations vary by state and territory.
See Sentrient’s pre-boarding software and eSign contracts.
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