How to Train Up New Recruits When You’re Time Poor
April 12, 2022
Small businesses make up more than 80% of Australian businesses and it’s this group that struggles the most to find the time to train up new hires. As a result, they often only hire people with enough experience to hit the ground running in a new role.
In an already highly competitive, candidate-short employment market, this narrows down the talent pool even further.
What can time-poor employers do to make training new recruits easier and expand their range of candidates?
- Create a list of actions
To establish what a new hire needs to be taught, create a list of exactly what they are required to do day-to-day and week-to-week in their role.
- Nominate team members
Spread the work between existing team members. Think about which existing staff members are suitable to train any of the items on the list. Even if your team is only 3 or 4 people, explore which items can be allocated to others to help get the new hire up trained. - Establish quick wins
What are the quick wins that could get a new hire up and running? Are there any repetitious and time-consuming tasks that they could be shown, with a plan to expand on those later? For example, answering phones or setting up a file.
- Manage expectations
To ensure your new recruit succeeds in their role, it is important to outline the training plan when they start. That way they will understand what is expected of them upfront.
- Check in regularly
In most small offices, new employees learn a lot by absorption. When that is the case make sure that you are checking in with the person to see where there may be gaps.
- Allocate small blocks of time
It is much more effective to put aside 1-2 hours per day for training, than trying to achieve large blocks of training time. It just isn’t manageable for most small business teams. Make sure you have some tasks that new recruits can go on with in the meantime.
New data from people2people recruitment shows younger Australians don't believe they'll ever retire. We break down what this research means for property professionals in SA.
In a recent live stream conversation, Peta Seaman and Deanne Goodwin, a senior property professional shared the current trends shaping the property recruitment landscape in 2025.
See all the pictures from Edge's 2025 Women in Property morning tea that brought together women from across the property industry to raise funds for the Cancer Council.
In the latest edition of Edge Recruitment’s The Property Edge market update, Peta Seaman & Taryn Widdows explore the benefits of temping for both employers and job seekers.
If your recruitment process is slow, unclear, or overly complicated, you could be handing great talent to your competitors. So how can you streamline your process without sacrificing quality?
We've put together some practical strategies you can implement to reduce these pain points and increase your odds of hiring the right person—every time.
We know what you’re thinking…“Shouldn’t I sell myself as much as I can in an interview?” Yes. But here’s the catch: you should sell your authentic self—not an exaggerated version of you.
We break down what a recent ‘Evolving Working Life’ report by SEEK means for the property industry in South Australia, and what job seekers and employers can do to stay ahead.
Now in its 20th year, Edge Recruitment's annual women in property event attracts professionals from all areas of the property industry whilst raising funds for the Cancer Council SA.
Peta Seaman, Managing Director of Edge Recruitment, sat down with Emma Slape, CEO of Turner Real Estate to discuss the current challenges and opportunities of recruiting in the South Australian real estate industry.
