You’ve done the hard work. Found the right mechanic. Signed the contract. They’re starting Monday. 

But here’s the part too many employers overlook: if their first week feels disorganised, disconnected, or like they’ve been left to figure it all out on their own, they won’t stick around. 

At Mechanics Recruitment, we’ve seen it happen more often than you’d think- great hires walk out the door within weeks, simply because no one took the time to onboard them properly. 

If you want to stop your newest team member from becoming your next vacancy, keep reading. These are the four signs your onboarding process is working, and the red flags that could cost you your next great hire. 

Here are four things to make sure you get right in those crucial first weeks.  

Help New Hires Hit the Ground Running- Before Day One 

Great onboarding begins before your new hire’s first day. Ideally, they’ll receive a warm welcome message with important details, like start time, who to ask for, and what to bring.  

Sharing the employee handbook, safety guidelines, and any essential paperwork ahead of time helps them get familiar with your policies and expectations at their own pace.  

Give a Proper Introduction to the Team (and the Tools) 

You can’t just throw someone the keys and say “get to work.” Even experienced mechanics need a tour of the workshop, an intro to the systems, and a chance to settle into how you do things. 

A well-set-up first week makes new hires feel like part of the team, not like the outsider asking where everything is. 

Assign a Go-To Person  

In great onboarding, the new team member knows exactly who to go to with questions, about the job, the systems, or even where to park. 

People learn faster and perform better when they have support. A designated buddy or lead tech takes the pressure off and gets them up to speed faster, without them needing to ask around awkwardly. 

Make Sure the First Month Includes Feedback 

The best employers check in after day one, week one, and during the first month, not with a clipboard, but with honest conversations: How’s the job feel? What’s working? What’s confusing? 

Most problems that lead to early resignations can be fixed if they’re spotted early. A feedback loop keeps the relationship strong and your hire on track. 

Final Word 

Great onboarding isn’t red tape, it’s a retention strategy. It helps your new hire feel ready, valued, and part of something solid. And in this industry, that’s exactly what keeps good mechanics around. 

Want to make sure you’re bringing in the right people and keeping them? 

That’s what we do best. 

 📞 Call us on 08 9181 4000 to find the people who hit the ground running—and stick the landing too.