Greater digitisation during the COVID-19 pandemic spurred a high demand for IT jobs in Australia. According to the Australian Bureau of Statistics (ABS), from August 2021 to August 2022, vacancies in the country’s professional, scientific and technical services sector grew from 15.4% to 19.4%.
The real challenge within the IT industry, however, is to keep their existing employees. Given the nation’s tight tech job market, staff are more inclined to leave even for slightly better offers. Casual dress codes, cutting edge technology, and shorter working hours—are enough to make them quit and move to another company.
Onboarding is an excellent tool to boost worker retention. Through this activity, managers can show new hires that their employers look out for their welfare. This kind of awareness motivates them to stay.
What’s in It for Me?
Onboarding is technically an employees’ introduction to a business. They are oriented to the company’s mission, vision, rules, and regulations. They are also briefed on their job responsibilities and how their performance will be evaluated.
But the process can be improved when managers show them what staff will receive if they remain in the company. They can then present and explain the company’s strategies that increase worker retention.
Keeping staff engaged goes beyond team-building activities, summer outings, or weekly pizza parties. Doing so involves earning their trust by promoting transparency at all levels of the organisation. Is management honest about the real state of the business? Or will it remain silent about financial issues and just conduct mass layoffs when the company is about to close? Lack of trust is a problem that cannot be masked by fanfare.
Worker Wellness and Safety
As employees start going back to the office, it is crucial that managers have a wellness and safety plan in place. How are work areas kept safe from the COVID-19 virus? Is the food served in the company cafeteria healthy? Are there on site wellness activities and facilities? After all, they cannot work if they are sick.
The pandemic revealed that mental health is just as important as physical health. Companies must provide workers with adequate mental health services. Examples include free therapy sessions for them and their families and reimbursements for mental health treatments. When employees are healthy both in mind and body, they are happier and more productive.
Since technology is a constantly evolving industry, those who work in it should be given the opportunity for continuous training. Seminars and tuition reimbursement programs are some ways they can be encouraged to study. The new ideas they will learn can be used to improve the business’ operations.
Diversity and Inclusion
Managers must openly discuss diversity and inclusion in the workplace. Are the staff demographics diverse? Are job ads and descriptions written using gender- and culture-sensitive language? Are women, minorities and LGBTs treated fairly and given equal opportunities? Any form of discrimination and harassment can lead to lawsuits that damage a company’s business reputation, if not close it.
Higher positions must be open to employees. Rising through the ranks will make them feel that all their hard work in the company has finally paid off. They will be more loyal and motivated to work, accelerating staff morale and productivity.
Lateral Job Openings
Companies must be open to the fact that not all workers want to become managers. These individuals should be given opportunities in other departments within the company. Lateral moves allow them to find positions that are the right fit for them, persuading them to remain instead of shifting to another business.
Support for Working Parents
Australian laws provide both parents and carers the opportunity for carers’ leave. Sufficient time off to take care of a sick family member or their children is important within any role as a parent or carer. With these benefits, carers will not feel that they must choose between their families and careers.
Stalling Mass Quitting
Australia was not spared from the Great Resignation phenomenon. Data from the ABS revealed that in February 2022, 1.3 million individuals (approximately 9.5% of the country’s labour force) left their jobs for another. The organisation regarded this figure as the nation’s largest work transition rate since 2012.
High attrition negatively impacts companies. Constant recruitment of new workers results in higher operational costs. Instead of growing its assets, the business ends up spending these on hiring and training replacements.
Workplace productivity also suffers. Delivery of goods and services becomes slower, reducing the company’s bottom line.
Effective onboarding prevents these outcomes by making new hires feel that they have a reason to be loyal to the company. They will be more invested in reaching corporate goals. They will be more willing to work harder and commit longer because they know that they have a stake in these.
It is the businesses that ultimately benefits from successful onboarding. A low attrition rate accelerates a company’s growth. Since it does not have to frequently supplant its staff, it can use its funds to improve its products and services.
Its operations are also uninterrupted. The generation of products and services goes smoothly, allowing the business to enjoy greater continuity and profits.
For effective IT recruitment and consultancy, you can always rely on Needus. Our recruitment processes ensure that you will attract and retain the right talent for your tech company.
Are you searching for quality talent? We can help you onboard the right fit for you. To find out how, click here.