Professional recruiting underwent a great deal of transformation in 2020 as a result of the coronavirus pandemic. Almost every type of enterprise had to make massive adjustments when it comes to how their employees carry out their duties. As difficult as it may have been, countless businesses accepted the challenge head-on and went on to succeed not just in terms of keeping routine tasks on track, but also in terms of growing and expanding their workforce. An especially daunting area for many businesses, however, has been to continue successful recruiting and on-boarding of new staffers, which is where professionals like Stopgap can help.
It is indisputable that the COVID-19 crisis has posed challenges when it comes to recruiting new employees, but that is not to say that the number of terrific candidates currently available to start work has receded in any way. You may feel somewhat hesitant about engaging with a candidate without actually meeting them in person, but this is becoming increasingly typical, and there is much more ease with remote processes than there was prior to the pandemic.
In order to achieve success with remote recruiting, it is necessary to think outside of the box and remain open to new ideas. It really is possible to keep taking advantage of a great pool of talented candidates, just as we did in the pre-COVID days.
It is still our preference to meet and screen candidates before sending them along to employers, and that is why we conduct virtual meetings ahead of time. Doing interviews via video conference gives us a chance to get a real feel for each applicant beyond their CV alone. In this way, we feel more confident that we are providing you with strong candidates and not wasting your time with those likely to be poor fits. We are happy to share video interviews with you as well, allowing you to get a feel for the first impression made by each candidate and saving you time along the way.
Having to conduct initial meetings remotely does not mean you need to completely overhaul your recruitment practices. You can always conduct a short initial interview and follow that up with a longer, more traditional one in which you request a presentation or set a job-related test task.
Tips For On-boarding New Hires
Because beginning a new position can be a jarring experience under the best of conditions, those starting jobs during the pandemic face a host of additional challenges and stressors. As such, talent managers need to be cognisant of the fact and make sure that open communication and reassurance are both part of the on-boarding process.
A recent new hire with our firm mentioned that their manager initiated a welcome meeting early on, following up thereafter with their contact information and an invitation to talk anytime they wished. Balancing open communication with caution about coming across as too intrusive is critical to a smooth transition.
Provide Technology Tools And Assistance
Without the help of VPN’s Zoom, laptop computers, Slack, and a host of other communication tools getting us through remote work, productivity during this difficult time would likely have been impossible. For this reason, now is the time to salute the IT professionals that have been keeping things together.
Take steps to ensure that any new hire has the technology and support needed to take advantage of these resources from day one. This will save everyone the headaches and hassles of unnecessary delays.
The Importance Of A Structured Welcome
Remote workers everywhere are craving structure in their daily duties, and this is especially important for new hires. This can be facilitated by creating a strong welcome programme designed not to deluge team members with information, but to integrate them into company processes and workflows. Examples of things such a programme can include are things such as all-team Zoom introductions, a presentation describing company culture, and an orientation explaining day-to-day tasks in their given role.
Keeping In Touch
Make regular contact with a new hire a priority, and make sure to convey that they are free to make contact with you when questions or concerns arise. Do your best not to micromanage a new hire, but rather project an air of confidence in their ability to navigate their new position. Schedule a recurring zoom call, perhaps daily in the beginning, shifting to less-frequent meetings once the new hire starts settling in well.