With the coronavirus pandemic requiring most employees to work from home or remotely from any physical office the work environment has changed since early 2020. As countries bounce between opening up and closing down organisations have had to become more flexible in their approach allowing employees to work remotely away from an office. This does have implications for the recruitment and onboarding of any new talent.
The recruitment and selection process is now more likely to be conducted entirely remotely without either employers or talent ever meeting physically. Human resources have had to change and adapt their onboarding processes to allow for a hybrid style of working.
Preparation.
Onboarding processes traditionally started on the first day a new talent reported for duty. As physical offices may be off limits it is vital that any necessary equipment and hardware is sent to the new starter well in advance of the start date. They should be given appropriate guidance on any set up procedures and processes to ensure that their ‘remote’ work tools are working correctly in preparation for their first day. As part of this set up process new talent should be given access and training on all the software tools that will be essential for remote working and may include video conferencing software, access to cloud resources along with other tools like Slack or Trello for example.
Mentors and Onboarding Buddies.
Where no face-to-face physical contact is possible having access to their manager for one-to-one meetings is key for a new talent to fit more comfortably within the organisation. Making mentors and buddies available will give new talent access to staff who can provide guidance and support on just about any aspect of working for their new employer. Regular one-to-one meetings help to create work relationships at an early stage and make it easier to build on these relationships and culture fit once everyone can meet physically.
The importance of early-stage support for new talent has been heightened by the pandemic because it is no longer possible to walk around an office to find assistance. The onboarding process now needs to start earlier and preparation for equipment and software needs to be completed prior to the start date. The importance of regular one-to-one meetings with managers and mentors has also been made more important. For a new talent these one-to-one meetings could be the only regular contacts they have with their new colleagues until physical office space fully opens up again. Using ATS or CRM tech hiring tools can assist in managing any onboarding process as new talent requirements for hardware and software and any related training can be more easily identified during the selection process.
One such company who are game changing the face of recruitment by providing a robust process to deliver more efficient recruitment without bias is Hire Digital. A start-up recruitment company with a global presence that has invested heavily in Artificial Intelligence (AI) to manage the digital tech recruitment process. Their talent management ATS software platform gives digital talent recruiters a strict criterion for posting job adverts and descriptions and their AI works in such a way that it generates a much smaller more targeted candidate list by using up to 40,000 attributes. They key to this is efficiency, recruiters spend less time generating job advertisements and trawling through hundreds of CV’s to get their shortlist, Hire Digital tech can rapidly access up to 1bn talent globally.
Hire Digital is an AI technology with a human touch that is completely revolutionising the recruitment and selection process. It’s two times faster, 50 % cheaper and ten times more accurate than traditional hiring tech. To find out more speak to Robin Brohl at Hire Digital he is a real person and would love to engage with you and help you streamline your recruitment processes.
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