There is great anxiety among businesses wishing to recruit employees in the current environment, given that the entire process, including eventual onboarding, will have to be done remotely. This is certainly understandable, and there is always worry about potentially failing to find a candidate who is a good fit with the office culture, onboarding them remotely, and working to boost morale among everyone involved. However, given that those who are able to work from home are being urged to work for an indefinite period of time, these are all realities to which we must adjust.
Remote Recruiting Processes
It is indisputable that the process of recruiting new talent in the current climate is more challenging than ever, even though there are many terrific candidates with immediate availability and interest in your jobs. In order to do remote recruiting, you must think outside the box, adjust your expectations, but remember to focus on the fundamentals of effective and successful talent attraction.
Be clear about your needs by crafting a detailed job description. Remember that you are almost certain to draw a large volume of applicants for any position you post. Be proactive in terms of planning the different phases of recruitment and make room for interviewing, and discussing candidates with your existing team. Have your questions pre-written and consider asking applicants to complete a defined task, while bearing in mind that they will need something that is doable via video conference.
Onboarding New Hires
There are few things more anxiety-inducing than starting new jobs. The process is even more nerve-wracking in the current environment. Managers need to take an active role in providing reassurance to new hires so that they can move forward with confidence. Making yourself accessible right away is a great method of building a strong relationship from the start.
In the absence of computers, video calls and many other technological advances, we would be wholly unable to conduct business as we have for the past several months. As such, nobody deserves more praise than the technology people you have on staff. These staffers are valuable resources for new hires in that they can get them up and running and on task soon after they officially start. Equipment can be delivered by courier, and network access can be granted almost immediately. When comprehensive training is also part of the process, the transition to full working status can be swift and sure.
Ideally, new hires will be provided with a structured welcome process that takes place soon after they begin. The key is to balance the need to provide lots of information quickly with the risk of making a new employee feel overwhelmed. Consider doing team introductions via video calls or creating a presentation describing company culture and processes.
Contact Is Key
Finally, managers should make it clear from the start that they are always accessible to new hires in need of clarification or details of what is expected of them. However, it is also important not to come across as overbearing or lacking in trust about the new hire’s ability to get things done. Think about scheduling a recurring online meeting on a periodic basis to allow for open communication, at least during the first few weeks. Over time, the need for such meetings will likely wane, and you can adjust the schedule accordingly to suit the needs of the stakeholders involved.
In the end, remote onboarding may seem like a daunting prospect, but by following a few simple tips, the process can be achieved with great efficiency and effectiveness.