Top Tips on How to on-Board and Recruit Remotely

2020 was a challenging year in the way we had to recruit and work. Just about all businesses in every sector were forced into adapting to some or their entire workforce working from home. Despite these difficulties, we have witnessed how many of these businesses took on this challenge and thrived. In addition, many businesses carried on growing and recruiting their teams. Yet one factor that was and is still difficult when it comes to recruiting in the Covid-19 climate was integrating and onboarding new members to the team.

What You Need to Know About Recruiting Remotely

It makes sense that the situation that we currently face has made the prospects of recruiting new members to a team a lot more difficult when it comes to practicality. Yet there are still many excellent candidates that are still available immediately. It might feel strange or unsettling not to meet candidates face-to-face, yet this has started becoming more normal in the last 12 months, with many people looking for jobs in marketing becoming more accustomed and confident about meeting virtually and working remotely.

When it comes to recruiting remotely it is important to change your current mindset and get a bit creative. We are still able to source excellent candidates as well as present them to you as we successfully did before.

We still believe that meeting candidates before we present them to any employer is vital. This is why we have started meeting candidates virtually. Conducting video interviews has helped us to gain an understanding of these people, in addition to using their CVs. This has paved the way for us to present employers with the correct candidates. We are also able to share these interviews with you, providing you with an accurate first impression, helping you to save time on having to conduct many video interviews.

Even though you cannot meet your candidates in person, this doesn’t mean that you have to change the way that you used to recruit normally. This would usually involve a short and concise first interview, followed up by a more formal second interview. In the second interview, you can still request a presentation or set tasks.

Onboarding

Reassurance and Communication

The first day of any new job is often nerve-wracking in normal situations, and for people that have to find and start a job in the current circumstances, is even more stressful. As a talent manager or line manager, it becomes essential to start communicating as early as possible and to reassure the new employee about the entire process.

A candidate of ours that recently started working remotely in a new role let us know that the manager of the company phoned them to welcome them into the company. This was followed up by an email that let the employee know that they can contact the manager at any time along with an attached mobile number. Keeping lines of communication transparent and open without becoming overbearing is very important.

Assist them with Technology

It would be impossible to imagine where we might be without VPNs, laptops, Zoom, Slack, and many other technologies and applications to assist us in this current situation. Now is the time for those quiet IT guys to shine.

Do what is possible to ensure your latest starter is set-up from a technological side as quickly as possible.

Use a Structured Welcome Programme

The structure is more important than ever in this current moment. For new starters, it is vital to have a structured and clear welcome programme. This doesn’t mean overloading the person with too much information, but it must ensure that there is a clear and structured programme scheduled for at least the first week. This could include introducing the rest of the team using a Zoom call, presenting the culture and ethics of the business, along with what is expected of the starter when it comes to day-to-day tasks.

Stay in Contact

It is important to maintain regular contact and to make sure they feel comfortable to contact you if and when they need you (avoid being overbearing). It is also important to let them know that you trust in their abilities and that you won’t be constantly checking on them. Talk to them over Zoom every day for the first week, and then lessen the frequency as soon as you feel that things have started to run smoothly.