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<span id="hs_cos_wrapper_name" class="hs_cos_wrapper hs_cos_wrapper_meta_field hs_cos_wrapper_type_text" style="" data-hs-cos-general-type="meta_field" data-hs-cos-type="text" >Perspectives: What the Best PR Agencies Do Differently In Employee Onboarding</span>

Perspectives: What the Best PR Agencies Do Differently In Employee Onboarding

You've made the hire - finally. After weeks (maybe months) of sourcing, interviewing, and negotiating, your next strategic team member is in the chair. But as you race back to client work and an ever-expanding priority list, they're left to navigate a whirlwind induction, expected to be up to speed and adding value by week two.

This is where good hires can go bad.

Why onboarding still gets sidelined
Despite its clear benefits - faster productivity, stronger engagement, higher retention - employee onboarding remains one of the most overlooked people processes in PR and communications agencies.

Why? Because:
  • Time is tight: Teams are stretched. Senior staff are client-facing and billable, leaving little bandwidth for structured onboarding or mentoring.
  • It's seen as admin: Onboarding is often treated as a checklist task, not a strategic driver. And if its effectiveness isn't being measured, it stays at the bottom of the priority list.
  • Things move fast: Agency work is dynamic. Processes evolve quickly, which makes it hard to keep onboarding content current.
  • Hybrid made it harder: Translating onboarding to virtual formats has often meant losing the human touch, especially in smaller teams.
In short: onboarding isn't seen as high-value work. But that perception is costing agencies more than they realise.

What high-performing agencies do differently
The best agencies - those with reputations as great places to work - treat onboarding as a strategic investment. They recognise that it's not just about day one logistics. It's about accelerating culture, connection, and contribution.

Here's what sets them apart:
  1. Cultural immersion from day one
    Onboarding is the first opportunity to show (not just tell) new hires what your culture is all about. It's also critical that the new hire's experience of culture aligns with how it was described to them as a candidate. If the reality doesn't meet the pitch, trust begins to erode. The best agencies make culture tangible from day one through stories, symbols, and rituals that bring their values to life in meaningful and memorable ways.

  2. Tailored, role-specific pathways
    Top employers don't do one-size-fits-all. They build onboarding journeys that flex by role, level, and location - whether it's a grad in Melbourne or a senior strategist logging in from Wellington. Hands-on experiences like client immersions, job shadowing, and cross-team projects help new hires learn the ropes and build relationships.

  3. Human connection at the core
    Buddies, mentors, structured intros, welcome lunches - the best programs prioritise relationships. When teammates go the extra mile to welcome and mentor their newest members, trust and team cohesion form more quickly.

  4. Onboarding that doesn't end after week one
    Around 20 per cent of new hires leave within the first 45 days of employment, according to Harvard Business Review and SHRM data. Smart agencies stretch onboarding over several months. They build in regular check-ins, structured feedback loops, and clear expectations for growth - all critical for setting new hires up for long-term success.

  5. Early wins and meaningful work
    New hires don't want to sit in training purgatory. They want to contribute. Find out what their strengths are and give them a project to show off their skills. High-trust teams empower new joiners to take ownership early - with the safety net of support, not micromanagement.

  6. Pre-boarding and slick tech setups
    The best experiences start before day one: welcome emails, IT set-up, intro videos, org charts, even a favourite-snack-filled care package. It's all part of signalling, 'we're ready for you'.A Tech audits also ensure tools are intuitive and ready to go - because nothing kills momentum like invalid logins.

  7. They track what matters
    Top employers measure onboarding outcomes, not just activity. That means tracking time to productivity, retention of new hires, onboarding satisfaction, and even cultural alignment. Because what gets measured gets improved.
A repeatable edge
Yes, redesigning your onboarding takes effort upfront. But once built, it becomes a repeatable, scalable system - one that supports team growth, protects your employer brand and culture, and reduces costly turnover.

In an industry where great people are your greatest asset (and cost), it pays to get onboarding right. Not just to tick a box, but to build belonging, fast-track contribution, and create a culture people want to stick with.

Clare Willenberg is the Founder of The Happy Hive Co. and an expert in employee experience for the PR and advertising industry. With 15 years' experience at some of Australia's leading PR agencies, Clare understands agency life from the inside out.

Today, she partners with business owners to create thriving, people-first workplaces that attract standout talent, boost performance, and improve retention. Her practical, people-focused strategies help leaders build cultures that keep great people around - and deliver results where it counts: on the bottom line.

To learn more, connect with Clare on LinkedIn or at clare@thehappyhiveco.com.au.
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As cities evolve and communities grow, the way we think about urban development has transformed to meet modern needs and navigate risks and opportunities. Modern placemaking, a growing field in urban development, goes beyond architectural design and urban planning. It extends to focus on creating meaningful spaces that resonate with communities while meeting contemporary challenges such as climate change and competition for space. 

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Placemaking and place branding have become increasingly common in urban development conversations. How have these concepts taken shape in Hong Kong, and what role does communications play in bringing them to life? 
 
Urban development jargons can be confusing. Terms like placemaking, place branding, city marketing often seem interchangeable, but each serves a distinct purpose. 
 
To put it simply, place branding is a strategic marketing approach for a location. As a city, Hong Kong has made significant efforts to promote a global image, aiming to attract international business and tourists. Place branding can also be applied at the district level. Projects like Energizing Kowloon East and Kai Tak Fantasy are great examples. With the Northern Metropolis on the horizon, we’re seeing place branding being used not only to attract investment, but also to draw in new residents and talent. 
 
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But here’s the thing: place branding isn’t like selling a product. You can't declare a city welcoming and vibrant without friendly people and infrastructure that supports diverse communities. Similarly, claims of sustainability fall flat without green spaces and proper waste management. The brand must reflect authentic experiences shaped by people, culture, cityscape, history, and economic activities. 
 
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What’s the key to good storytelling for a placemaking project, while staying true to your company’s values? 
 
At Arup, our approach to placemaking revolves around capturing the essence of a community and translating that into design solutions that enhance public spaces and improve the quality of life. 
 
The best stories that communicate this approach are always based on voices that reflect the authenticity of a place. Whether it’s place branding or placemaking, the people of the place make for the most powerful stories. It could be a local resident who’s lived in the area for decades, a small business owner who’s shaped the local economy, or a young athlete who proudly represents their district. Their voices bring depth and credibility to our storytelling, and good stories demands collective effort. Therefore, we need to dig out authentic stories and empower storytellers through engagement.  
   
A core part of your current role focuses on public engagement. What does community engagement for a placemaking project look like, and why is it important? 
 
Community and stakeholder engagement are not simply boxes to tick off but fundamental in building a shared vision. We believe that any placemaking or branding strategy must be grounded in deep understanding – something impossible to achieve from behind a desk. You have to go out, speak to people, listen to their stories, and understand their aspirations. 
 
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When developing long-term placemaking projects, communication strategies need to balance ambition with practical considerations. 
 
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ESG is gaining more visibility in project communications, and I think that’s a really positive shift. It serves as a reminder of the values we want to bring to the audience, and more importantly, it helps people understand and feel more connected to the spaces being developed by showing how a project contributes to environmental and social benefits.