employee onboarding

3 Things to Have in your Onboarding Survival Kit

The first day can be just as nerve racking for employers as it is for new employees. The new hires make or break moment at your business lies in your hands (no pressure). Making a good first impression is (should be) top of everyone’s mind.

Sometimes this good impression can get buried under a mountain of paperwork and boring training manuals.

It can get lost behind forgotten information that left the new hire feeling frazzled and confused. If you find your new hire has an extremely high number of questions about the workplace, you may need to rethink your onboarding process.

Now, if this is all sounding far too familiar and you aren’t 100% sure how to enhance your onboarding you have landed in the right place. Use these 3 tips for a good impression.

  1. Before the First Day Checklist

Your employee starts making up their mind about your business from the day they see that job ad in Seek, on the window printed or on your company LinkedIn. Hire to first day should be one of the most important phases of onboarding. Your onboarding should have a checklist of things that need to be completed during this phase.

No matter how long they have been in the workforce, how skilled they are in your industry or how confident they are – first day will be top of their mind. What to wear, what their desk will be like, what the other people are like, where they can get lunch. This is where you can shine as a business. Fill this void, ease their mind and get them in the mindset of your business before they even begin.


  • Technology like electronic signatures means you can now ensure all their paperwork is filled out before they even begin. This will make room for their first day to be all about the business, meeting new people and learning about the culture.
  • Send them a welcome message, including what they should wear, when to arrive etc. making sure you cover all of those key questions you would want to know before starting.
  • Create a checklist of things you need to set up BEFORE they start. This eliminates the company looking incompetent. IT, emails, workspace, computer, swipe cards (just to name a few).

The good news? Myjoboffer can do it all of this for you at the touch of a button. Find out more here.

  1. eLearning

Gone are the days of boring training manuals.

Technology is a businesses best friend – no matter what the size. eLearning is just one of the many ways you an utilise technology to enhance your business.

There are a number of benefits for eLearning. Including flexibility, accessibility, blended learning and being able to complete at their own pace (with ease).

On top of these benefits, integrating this into your onboarding process can open up opportunity to really leave an impact on your new hire.

Learn more about eLearning here (and how easy it can be done).

  1. Onboarding Plans

Planning what to do before and during their first day is important. But it shouldn’t end here.

While you may be a busy person, your job isn’t over after one day of orientation.

You could have the most efficient, well branded and effective onboarding process but if you don’t follow this up with a 6 month plan, it will often be all for nothing.

The first week should be the most important. You should plan to see your new employee each day of the first week, focus on making them feel welcome, introduce them to other staff etc. Schedule in time for orientation, training, debriefs, get them to shadow another staff member. Make them feel a part of the business.

The first month should involve follow ups, more training (if required) and more in-depth information being fed. Explain to them on the first day about their plan and where they should be at/what they should know by the one month mark.

The first 6 months should be planned to ensure you do not miss any chances for feedback. This is normally probation period as well, which should be a big part of your plan. Work with your new hire and give them the chance to shine. That way, the 6 month probation period will result in a well rounded decision, not just you springing feedback on them that they have never heard before.


Automate your onboarding and have your checklist at the tip of your fingers with myjoboffer.com

For more information or to book a demo, contact us today.

electronic signatures

How Single Touch Payroll Can Impact Your Business

Earlier this year, legislation passed, making it compulsory for all employers with less than 19 employees to be on some form of electronic accounting software and report wage information STARTING 1st of July 2019. This kind of Single Touch Payroll (STP) becoming compulsory has been rolled out for larger business since July 2018.


More information from the ATO.

Statement from the Commissioner


So how does this work with digital onboarding?

If your business is using Single Touch Payroll or about to make the switch to Single Touch Payroll, then you are highly likely using one of Australia’s leading accounting payroll software. Did you know that these systems can easily be integrated with myjoboffer? The world is going digital, and so are most departments within a business. Myjoboffer works seamlessly with your other HR and accounting software so you don’t have to lift a finger!

API Integrations

myjoboffer supports API integration that allows you to transfer information between myjoboffer and other API enabled systems, trigger the creation of an employee in myjoboffer from other systems and trigger the creation of an employee in other systems from actions within myjoboffer.

We can work with you to offer you a 'no touch' integration approach using our API functionality. Choose the information you want to transfer with your other key systems and eliminate double-handling and unnecessary work.

Speak to our API Integration Consulting Team who will provide you with a 'no touch' unified solution*.

*pricing based on scoping requirements

So if you are having to make the switch to STP then it may be the best time to make the switch to digital onboarding so you can streamline all your business processes.

Call us today or book a free demo online.

Employee Diversity and Employment Types in the Workplace

The world is a diverse place and it is no exception for the workplace. Having a team for your business that is diverse, flexible and fits your needs as a business can bring many benefits. These include

  • Increased productivity
  • Creativity
  • Improved employee engagement
  • Reduced employee turnover
  • Improved company reputation
  • Wider range of skills
  • Improves cultural insights

On-top of employee diversity, there is also a range of different employment types:




Fixed term


Daily hire and weekly hire



This will depend on your business but often for small businesses, having a mix of full-time/part-time and casual allows you to cover shifts easy and control wages easier depending on P&L for the month. Allowing flexibility for your employees within these types also results in more productivity and higher employee satisfaction. And we all know that employee satisfaction is one of the greatest tools you can have under your belt.

To reap the benefits of having a diverse range of employees and multiple types of employees, your payroll and HR processes need to suit your needs. Flexibility for religious needs, maternity leave and maternity positions, casual loading, policies for discrimination are just a few of the key aspects you should have under control in this day and age.

Having solid onboarding and training processes for EVERY employment type, that also ensure you cover topics such as discrimination in the workplace is vital. Now most HR professionals know this. But, a lot of HR professionals handle this in a lengthy and out-dated way.

How we can Help

With myjoboffer.com we have integrated the following aspects to ensure your workplace can handle multiple employment types, changing contracts to allow for flexible work hours and streamlining the whole process to ensure important points like discrimination in the workplace is never missed during onboarding and training.

  • Contract builder
    • Create your employment contracts via the platform using our built-in contract builder.  Your organisation's contract templates are uploaded to the platform and configured to populate custom information specific to the employee.
  • Customise Content
    • myjoboffer can provide custom forms to allow you to capture all the information you need without separate paper forms.

Myjoboffer also integrates eLearning options that can be customisable for your different employee types. Find new and exciting ways to engage your employees and cover all topics, such as discrimination in the workplace. Automate notifications and job offers sent at the end of probation periods. Customise your contracts for each employment type so you can streamline the hiring to first day process.

For more information or to get started, book a demo today.

HR for Franchise & Multi-Brand

Top HR Considerations for Franchising and Multi-Brand Businesses

Whether you already operate with numerous locations, operate under a number of brand names or have big plans for a business expansion of this nature, then you need to understand some of the top HR considerations that come with it. Training and onboarding are the key to unlocking a successful multi-brand operation.


If you operate within different locations, have multiple brands under the one umbrella or are looking to expand in this way – one of the most important considerations is training. Ensuring uniformity within training is vital. The content may be different or include specifics for different locations. What should be the same is delivery, frequency and ongoing support. It is vital that you have employees across the board that all have the same opportunity, values and attitude instilled in them from day one.

One way to ensure consistency across the board is with eLearning. This will allow you to deliver training with a shared vision, message and integration. This is applicable to both franchises and multi-brands. First impressions count – particularly if an employee’s workplace is associated with a much wider brand.


Share best practices

The key to success with franchises and expanding a business is both uniformity and sharing best practices. As a HR professional you should be aiming to create a culture where each brand/location/franchise shares new ideas and things that have increased sales in their branch. This is not only a way to increase sales and success, but to also create positive employee cultures.

If you are planning on franchising your business, or if you already operate within a franchised business, this point is especially important. It all comes down to training. If you can ensure the same messages and training are delivered, you will operate a successful franchise.


Policies and Procedures - pay, leave etc.

If your franchise is operating in different states, or on a bigger scale – internationally, you must be aware of small differences in legislation and the way your business operates. Depending on your business, you may need to alter your employee policies and procedures to include nation-wide and state specific sections.

Another consideration with policies is the actual franchise agreement. This ensures all brands/franchisees are operating under the same obligations. Ensuring that employers are following workplace laws not only protects your brand name but protects and attracts better employees to your business. It’s no secret people are your biggest asset to your business so ensuring they are protected and respected is a high priority for any sort of business expansion.



Welcoming new employees and getting them from the hiring process seamlessly is another major consideration for larger companies with multiple locations. Training and adjusting policies can become quite hard to manage. This is a simple fix by ensuring there is a set process for onboarding, covering both considerations. Every location/branch/brand/franchise should have a reliable, proven system to follow. This takes time and resources.

Dynamic tracking, any device, customise content, notifications and workflow, contract builder and integrations. Including myjoboffer as a part of your onboarding can make managing multiple brands as simple and effective as possible.

Talk to us today to find out how we can help your business.

Simplify HR - 4 top tips to streamline HR

When it comes to human resources, most professionals are experts in the theory around managing people, onboarding and teams. So why do so many businesses fall behind in the processes?

With the dawn of technology, the systems available to streamline HR processes are endless, inexpensive and can simplify your HR department with ease. Onboarding, payroll, online learning, communication and electronic forms. These are just 4 of the simple ways to make your life as a HR professional efficient. If you are finding your days are drowning in paperwork, turnaround times for tasks are painfully slow and you are inundated with work – it might be time to update your processes.


4 top tips to streamline your HR processes:


  1. Onboarding

If you think of onboarding and the first thing that comes to mind is paperwork – it’s time to make a change. Electronic onboardingis the way of the future and can make your life as a HR manager and new starters lives much easier. Employee forms, offer letters, policies and procedures plus all the other lengthy forms that most new starters have to sign on their first day can all be streamlined by simply going electronic.

The list of benefitsfor electronic onboarding systems is long and going digital is easier than you think.


  1. Payroll

The way of the world now has shifted trends in HR, particularly with payroll. With trends seen by the ATO, accounting firms and banks – not having a streamlined, electronic payroll system will create more stress than its worth. What’s best is most companies recognise that there are multiple processes going electronic and make sure their software easily integrates with others.


Top payroll software of 2018


  1. Online learning

The power of online learning is greater than most HR professionals realise. Time, money and quality are just three of the benefits of integrating online learning.If you are finding your orientation days to be long, unengaging and low satisfaction online learning is for you. There are so many ways to make elearning interesting and fun. Finding the right style and production for your budget is easier than most think.

Here are some great examples to inspire you in 2019.


  1. Electronic Forms

Gone are the days of paper waste and losing your marbles because the printer is jammed. Gone are the days of print, sign, scan, send. Electronic signaturescreate efficient customer experiences. There is the same degree of legal standing as paper signatures. There are ample pdf editing programs to create electronic forms. Save time and money filing on the computer instead of a prehistoric metal filing cabinet.


So if you are living in the manual and paper copy world, it may be time to upgrade. You will be amazed at the time and money you will save going digital with all things HR processes.

Connect employees to company branding

Connecting employees to the company vision and branding

Does your company have or striving to create a strong branding strategy? Have you got a clear company vision you follow? This needs to be saturated across all aspects of your company, including your employees. The employees of a company are generally the first point of contact between business and consumers. Brand ambassadors. They are the ones that demonstrate the true definition of what the company stands for. If they are not aligned with the company branding, they are damaging to your marketing strategy. Follow these tips to get your employees connect to your brand, therefore strengthening your strategy.


Tips for connecting employees to company branding:


  1. People Marketing

When studying services marketing, a major aspect was the 7P’s. These are factors that a business needs to consider, making up a marketing strategy. Product, price, place, promotion, process, physical evidence and people. Research shows that in most services, front-line employees drive success. That is why “people” is a vital factor. Creating a happy and healthy work environment is the first step to this. But where does branding come into this? While having high employee satisfaction is vital, this can further lead to success by creating strong brand ambassadors. Employees that demonstrate attitudes and behaviours that reflect what your business stands for. There are a number of ways this can be achieved but it is all dependant on your business and what you are communicating. Start your employees off on the right foot by integrating branding and communicating the company vision from day one.


  1. Engagement

Leading on from this, submerse your employees in the culture of your workplace. Whether you are looking for corporate professionalism or new-age thinking. Make it clear what you want you want your brand to represent and engage your employee accordingly. There are many arguments around finding employees that are a cultural fit for the office versus more diversity in personalities and behaviours. But whichever option suits your company and direction, integrating and engaging employees with all aspects of branding is recommended. Communicating visions, sharing stories on how the company started, small touches such as logo on their email footer. Show interest in employees and how they help the business. Show employees how they can grow at the business.


  1. Demonstration

This one is simple. Demonstrate the branding across all employee touchpoints. From day one make it clear what your brand involves (try digital onboarding to maximise this). After that continue to demonstrate this through management teams and communication. Showing your employees what the brand means is the first step of a people marketing campaign.


Integrate branding and what your company stands for into your onboarding process.

CSR going paperless

CSR: going paperless

Corporate social responsibility (CSR) is a widely argued aspect in the business landscape. Socially responsible and sustainable businesses are making waves in the modern world, often becoming the industry leaders. When companies have big budgets, becoming socially responsible is often just a small dint in their spending. For small to medium businesses, it can be tricky to help change the world when you don’t always have the money to splurge. Answer: go paperless.

Going Paperless - hows and whys for a new CSR initiative:

While your business may not have the money to host million dollar charity gala’s, start small by making the conscious effort to save the environment in any way possible.


Sustainability is broken down into 3 pillars. Environmental, social and economic.  So it’s no secret that going paperless is good for the environment. But, it is also economically beneficial to your firm to operate digitally. It’s easy to see how reducing waste and increasing efficiency positively impacts your employees (social). Employees can easily access information from anywhere.

Going paperless also creates a positive image to consumers. With a rising trend of conscious consumers this small CSR initiative can result in increase revenue.


You can easily digitalise your work/office environment. So how can your office do it?

  • Calendars – there is ample amounts of applications and software available today. Checklists, calendars, planners etc. are readily available with amazing collaborative features. There’s something out there for every budget; free, subscription based or one-off payments.
  • Storage – its no secret that cloud based services can make your life easier. Once set-up, storage becomes easy to use and hard to lose.
  • Onboarding and contracts - Employee files can often be one of the biggest contributors to paper usage in an office. Firms fall trap to the notion that contracts, employee forms, policies etc. need to be manually signed and filed. This is false. Using a HR software to eliminate stacks of employee filing can make a massive difference. This helps the firm save paper while also saving themselves money and time.

The following images show the cost and savings of digitalising onboarding.


So what are you waiting for. While it may be hard to adapt change initially, going paperless will do wonders for your business. The set-up time varies depending on size of the business, current processes etc. but is definitely worth it long-term.

Sign up for a free 30-min consultation today to hear from our HR experts on how they can help your business go paperless. Digital employee onboarding will positively impact your business. Try a free demonstration today.

Improving employee satisfaction through these simple tips

Improving Employee Satisfaction

Improving Employee Satisfaction


Positive contact between a business and consumers comes down to it's employees. Most importantly, success in business comes from employee satisfaction. Firstly, improving employee experiences generates greater results. Read these tips on ways to enhance satisfaction.


Improving Employee Satisfaction Tips:

Boost Morale:

Research discovers that boosting morale around the workplace can improve results and employee performance. Therefore, investing money into employees is vital. This comes down to:

  • treating employees with respect
  • employee recognition
  • benefits and perks
  • outings and activities.

Four simple and cost effective methods. Integrate these into management and HR processes. As a result, morale becomes higher. In addition, boosting morale should focus on high performance and effort. Therefore, money is not wasted on employees that underperform.

Provide Proper Resources:

Creating a happy work environment goes further than boosting morale. Supply your employees with the proper resources and tools to do their job. As a result, this will increase employee satisfaction. For the changing digital business landscape, try the following things to enhance worker resources:

  • Fast internet
  • Digital software to enhance their tasks
  • Up to date computers and laptops
  • IT support.

Positive Management:

Be consistent across all levels of employment. Employee satisfaction within management is just as important. Include access to the previously mentioned. Therefore a domino effect will be generated. This will factor down to lower level employees. This will boost satisfaction across the entire company. There are mountains of articles and research out there on the benefits of reward and recognition. Find something that works for your company and industry. Get creative. Integrate a "people" campaign as part of your company strategy.

Day One Experience:

Communicating visions and attitudes of the company from day one generates a positive perception towards the company. As a result, employees start off on the right foot. Communicating before/during day one will lead to higher employee satisfaction. This is due to the employee feeling more welcome and understanding the culture and environment better. Here are some creative ways large and small companies are creating positive day one experiences:

  • Welcome party for new employees
  • Digital onboarding
  • Meet the CEO
  • Connecting on LinkedIn before starting
  • eLearning and video modules.


myjoboffer allows small to medium sized businesses to utilise digital onboarding. Start your employees off on the right foot with custom welcome messages and branding. Create a simple to use employee centre. Communicate with employees before day one. Integrate software to demonstrate good use of resources.

man frustrated with head on desk and help sticker on his forehead

Frustrated with manual onboarding?

Frustrated with your manual onboarding processes?

Getting the employee onboarding process right can mean the difference between securing great talent or losing them to a competitor. In fact, coordinating all the people who play a vital role in new employee onboarding can be an administrative nightmare.

Is your HR and recruitment team spending all their time on administrative tasks?

Typing up manual employment offers, tracking candidates throughout the onboarding process and triggering other workflows often over shadow a great candidate experience.  Ensuring a new employee is setup for their first day doesn't need to be a manual process. For example, with the right onboarding tool you can easily automate notifications to IT to setup a new employee's systems or a reminder to a manager that a new employee is starting. A digital onboarding solution should provide the tools to automate all the manual processes including contract generation.

Is your new employee's first day an onboarding cyclone ?

Nothing creates uncertainty more than disorganisation! If your hiring managers are rushing around preparing for an employees first day after they have already walked through the door you can guarantee your new employee will be a little concerned.  Worse still, if your hiring managers don't even know the new employee is starting alarm bells really start to ring! Don't let the finer details slip through the cracks.

Is your employee onboarding processes generic?

Failing to tailor the onboarding experience can be just as bad as having no onboarding process at all.  Of course, you should always included the things that are core to your onboarding program. However, ensure that your onboarding program is also tailored based on an employees location, their role or level in the organisation so new hires don't feel like another number in a hiring production line?

Digital onboarding solutions are expensive and complicated to implement right?

Well actually, it doesn't have to be.  myjoboffer can take your existing manual processes and quickly turn them into a digital masterpiece.  Meanwhile you can continue to build automation and enhancements along the way.  Going from zero to hero doesn't need to happen overnight and we can support you build an amazing onboarding experience.

A digital onboarding solution that isn't priced per offer gives you assurance that costs won't increase the more you hire.  Finally, doing the math will quickly show that a digital onboarding solution easily pays for itself by removing the manual processes that don't add value.

Find out how myjoboffer can solve your employee onboarding challenges.

EoFY reporting - top tips to reduce stress

The end of financial year is almost upon us. For employees this often means that sweet extra deposit into their bank accounts. Behind the scenes this means extra reporting and stress. For a small to medium sized business there is often only a handful of people handling the EoFY reporting. HR can often take on a lot of extra stress during this time of year.

Reduce end of financial year stress with these HR tips:

Understand your budget – First of all, know how much the HR department has to spend on recruiting, retaining and firing is important. How much has actually been spent? Therefore, this will create a better understanding at EoFY if you are putting enough money into the right things. Make note of budget discrepancies and use this next financial year.

Develop strengths and weaknesses – This will create an idea of what to continue and what to work on. Reporting is not just numbers. It does create more work – but most of all it demonstrates a deeper understanding of the numbers. This is a useful step in the process.

Start Early – As the year progresses, it is helpful to report and document things as you go. Document budgets, employee details etc. from the start. Therefore, at the end of the financial year everything can be generated and exported. This makes the process much easier and reporting is consequently more accurate. Avoid unhappy employees nagging you for payment details. It is also important to note this will be the last year of PAYG summaries. This means preparing your systems and staying in the loop for 2019 is vital.

Prepare – following up is harder than being prepared. Have TFN, employee details etc. set up from day one. Set this up with payroll and store this digitally. This will ensure when EoFY rolls around, everything you need is right there in the system.

Integrate a smooth HR system that generates reports for you. To do the previously mentioned – having an automated system is key to generating reports. API will assist in exporting reports between different systems easily. Going digital with your HR department will save hours and hours of time (and money). 

Does your system have API?

myjoboffer will set up API for your employee centre to easily export employee details for any HR and payroll software. Retrieve all employee details and export reports for payroll before the employee even begins.