Hiring and Retention

The practice of attracting, selecting, and keeping the right people, which has become central as Australian businesses face widespread skills shortages.

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● Summary

The practice of attracting, selecting, and keeping the right people, which has become central as Australian businesses face widespread skills shortages.

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What This Includes

Role definition and employer branding
Recruitment and selection process
Onboarding and early-tenure support
Retention reviews and development paths
Flexible work and compensation benchmarking

What This Excludes

Payroll processing
Industrial relations disputes
Workplace health and safety systems
Day-to-day performance management

Common Misconceptions

Hiring is only about pay, when culture and flexibility weigh heavily
Retention and recruitment are separate problems, when they are deeply linked
Small businesses cannot compete for talent, when they offer autonomy larger employers cannot
Turnover is just a cost of doing business, when much of it is preventable

Business Impact

Replacing an employee commonly costs a large share of their annual salary
Skills shortages across many Australian occupations make quality candidates scarce and mobile
Retention is increasingly the more cost-effective lever, since it avoids repeated hiring costs

Practical Checklist

Write a clear role brief before advertising
Sell autonomy, flexibility, and purpose in your offer
Build a structured onboarding process
Hold regular retention check-ins with staff
Benchmark pay against industry and Fair Work data
Offer a visible development or career path