Joining our business on March 16th this year, Luke Borg has navigated his onboarding experience during uniquely stressful circumstances.

As a new employee during a global pandemic, there’s a whole new set of challenges to overcome. However Luke found with the right attitude and a willingness to adapt to a rapidly evolving work environment, you can succeed and even thrive in your new position.

General Manager of our Melbourne business, Luke took time to sit down with us to discuss starting a new job during COVID-19, personal insights and advice for job seekers.

1. Firstly, tell us about your career and how you got started in the recruitment industry?

After starting out in the not-for-profit industry, I embarked on an overseas working holiday that went from 3 months to 4 years. My journey took me to South East Asia, Europe (based around the 2004 Olympics in Athens), Whistler, Canada before finally landing in London. I landed on my feet and found myself in a contract role working for Zurich Professional, selling professional indemnity insurance. It was a great place to work – high energy, high reward, and a tight-knit team that defined a “work hard play hard” culture. At the end of this contract, it is no surprise that a friend was able to easily convince me to pursue a career in recruitment. A journey that eventually took me back to my home: Australia. Hoping to have a job lined up before returning, I began interviewing for roles, choosing a sector to recruit for that I had a keen interest in – Property & Construction. That was 13 years ago!

2. Speaking as someone who has joined a business during a global pandemic, what differences have you have noticed in the onboarding process?

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I was fortunate enough to join a highly supportive and people-orientated business, being embraced very quickly by the local and national team, which meant I had a lot of people to lean on. Besides the obvious differences of being remotely onboarded, I believe a challenging market really highlights the existing strengths and weaknesses of a business.

3. What can a business do to make a new staff member’s joining experience as smooth and enjoyable as possible?

It all comes down to having a plan and being prepared. I’m a huge advocate for having and providing a great onboarding experience. With data suggesting that a new hire makes their decision on whether to stay or not in their first 3-6months, the ‘onboarding’ needs to be viewed as much more than an employee’s first day or week. In addition to the operational set up, regular scheduled check-ins and introductions are important, with an overview to the business, culture, key people, and the ‘way your business does things.’

If remotely onboarding someone (which is quite likely at this time), think about all the things that a new employee might miss out on by not being in an office environment (think about the things we would learn by seeing and hear). Finally, take time to get to know your new hire – talk to them as often as you can (not just by email).

4. In this sort of new normal we’re all adjusting to, what are some of the best technologies and tools available for people starting a new job?

At the risk of sounding old, I still think the best technology to connect in the workplace is the phone or when possible, walking up and talking to a colleague in person. Perhaps that’s the extrovert in me, but face to face (or phone) interactions help build and strengthen relationships and create cohesive teams. Yes, tools like Teams and Zoom help bridge that gap but it’s about finding balance in the technologies you use and don’t use too many – seriously, they are all used to convey the same message at the end of the day…yes, I’m definitely sounding old.

5. Finally, do you have any advice for those seeking to further their careers during COVID-19?

This question in itself will make some feel uncomfortable. I mean who would choose to change jobs, besides those unfortunately forced too, in a market of such insecurity – right? Not necessarily…

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However, it is competitive out there! This means that you must be on your ‘A game’. Ensure each application is tailored to the role being applied for. Do your homework prior to an interview and ensure that you research things you need to prepare for a video interview in case you are unable to meet face to face.

And some good news for those of you looking to evolve your current role – you can still find opportunity within your business. As businesses either place a freeze on external hires or restructure their teams to better position themselves, they will look to existing internal resources to fill critical needs. Use this time to develop new skills, expose yourself to new areas, and position yourself for future progression.

If you are a candidate looking for a new role in the Property & Development sector please Register with Capstone. By doing so we are able to be proactive in helping you identify and achieve your career goals. For further Career Services information please go to:  https://capstonerecruitment.com.au/career-services/

Connect with Luke Borg

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