There have been a vast amount of changes in the year 2020 and the world of recruitment has seen its fair share. There has hardly been a business the world over that has not had to make adjustments to the way their employees work, with most working remotely. Yet, we have seen so many companies tackle this new challenge with eagerness and actually commit to recruiting more members of the team with the goal of future growth. However, in this pandemic world, an aspect that has presented more than a few challenges has been that of onboarding and getting the new team members to feel integrated within the current team. This read will delve into the situation and suggest tips that will come in useful. If you are on a hunt for marketing jobs then look no further than Stopgap!
The Remote Way Of Recruiting
No one can really deny that COVID has made the task of recruiting new team members to be harder, especially when it comes to the practical side of things. The fact is though, that there are plenty of candidates out there who are not only suitable but are ready to fit into the team right away. Business owners do tend to find it more than a little abnormal to not meet potential employees in person, however, the year 2020, and indeed the previous few years has taught us that virtual meetings and remote work can actually feel quite normal.
It is all about adjusting your mindset and taking on a creative approach to be successful at remote recruitment. In fact, you will soon see that you can still hire the same incredible employees.
Our agency has a strong belief that we should meet candidates first before we suggest them to employers, that’s why we hold the interviews first. It’s through the video interviews that we get to meet the person behind the CV and really get an understanding of who they are. This puts us in the best position to present you with candidates that will work best for your needs. Of course, we are more than happy to share these initial interviews with you so that you can benefit from that first impression feeling without investing a lot of time into it.
You do not need to feel that the lack of face-to-face interviews means that the recruitment process needs to be completely different. You can still follow the usual route of short interviews followed by formal ones, including requesting presentations or tasks to be completed as you would have done before.
You don’t need to search anywhere else if you are on the hunt for creativity and design.
Communicate And Reassure
Beginning a new job is a stressful venture and these difficult times make it even harder. Line managers and talent managers need to give extra emphasis to good communication in the early stages, as well as giving recruits all of the reassurance they need about the actual process.
A candidate of our agency who has secured a remote position recently told us about the efforts that the manager made from providing an initial call to a follow-up email which provided reassurance that they were free to make contact whenever they needed. Of course, you don’t want to be overbearing, but setting up a good, open line of communication from the start is very important.
Providing Technical Support
How would we ever get by without Zoom, laptops, Slack, and everything else we use each day?
Of course, there tends to be a learning curve for new employees in getting used to the software that companies use for communication and tasks. This means that you need to have a new recruit starter set-up right from the beginning.
A Welcome Program That Is Well-Designed
The structure is everything when work is being carried out remotely and new recruits need as much of it as possible. The welcome program needs to be clear and designed well. New recruits need enough information to get them started but not so much that they feel overwhelmed. Include the company’s culture presentation, a team video call to make introductions and ensure that they know their tasks.
Touch Base Regularly
New recruits will feel comfortable reaching out if you have kept in touch with them from the start. Do be balanced; don’t ‘pester’ them, as they need to feel that you trust them in their role. Begin with calling them daily then gradually make the calls less frequent once you see that they are settled in well.