Complete Guide to Remote Recruitment & Onboarding
We are hearing it in the news daily – the economy is starting to open in various stages. Many of our clients are reaching out to us for advice on how and when to start a new search. We have also been busier than ever speaking to excellent candidates that are now looking for new opportunities. With our extensive national network and decades of recruitment expertise we are well positioned to tap into an exceptional talent pool and guide you in your hiring process. Whether you are looking to hire immediately, or in the near future, Life After Law can help you find your next great candidate. Now is the perfect time to begin the recruitment process.
"With our extensive national network and decades of recruitment expertise we are well positioned to tap into an exceptional talent pool and guide you in your hiring process".
How Can We Help?
We can help you make your recruiting process as smooth as possible and guide you through what to expect during this unexpected time. The two key phases of the recruitment process that have been impacted significantly by the pandemic are the Recruitment itself, and Onboarding. We have seen success in both phases through Remote Recruitment and Remote Onboarding.
How Do I Get Started?
- Find out the needs of your organization. What type of candidate are you looking for – both now and later.
- What role(s) do you need to fill?
- Make a list of your goals, wants and needs.
- Life After Law can help source the best candidates for your needs.
Make a Plan
- Create a realistic timeline
- Ensure managers and those involved in the onboarding process know what to do and what is expected of them.
- Keep in mind, what used to work before might not be relevant now or might require some adjusting. It is important to consider what changes have happened, and how you can move forward with your new normal. This will help ease any stressors, or expectations that might not be able to be met at this point in time.
The Hiring Process
We’re sure you already have a process in place, but will it be the same while working remotely?
Here are a few things to now consider when interviewing and hiring remotely:
- Interview through video chat – Zoom, FaceTime, Skpe. This will help you get a better sense of the candidate face-to-face, even though you’re not physically with them. This is also more personable than on the phone.
- Ask the right questions – You might already have a list of questions for the candidate which will help you decide on who to hire, but some of those questions might not be relevant right now. Create a new list, or an additional list, so you can get a better sense of whether your candidate is a good fit.
With many companies having to restructure by working from home during the COVID-19 pandemic, virtual remote onboarding is a new reality for many. Thinking of how to bring someone new to the team, all while being at home seems a bit daunting. But we can help make this transitional phase seem easy and seamless.
Why is Remote Onboarding Important?
You probably already know how your organization would welcome a new hire. You might tour them around the office, introduce them to management, colleagues and team members – maybe raise a toast to their new role. But now, employees are working from home, missing that in-person interaction and have lost the ability to see their new workplace and what the culture is all about.
We know how important first impressions are and the importance for your new employees to get a proper sense of understanding your organization. This can be challenging to do without the ability to show them around the workspace in person. By organizing a virtual remote onboarding system, employees will be set up for success directly right from home. Let us show you how!
I’ve Hired My Candidate – Now What?
Onboarding an employee even under regular circumstances, can be a process which varies from organization to organization. Make a list of the most necessary steps in your current onboarding and training process and modify it to ensure you don’t miss out on anything important.
Organizational Culture and Engagement
Employee engagement and connection is more important now than ever. You want to ensure your employee feels welcomed and can start building a strong rapport with the rest of the team. It might be a good idea to send out a company-wide email to introduce them, or a video chat if possible. This will allow other employees to be in-the-know about who has joined the company and what role they play. This will also promote communication and unity; Making them feel like an important member of the team right away will reinforce their sense of belonging, especially in this isolated time we are all experiencing.
- Think about what tools will you need: Computer, strong Wi-Fi connection, a quiet space with good lighting, pen, paper, list of questions to ask them.
- What planning needs to take place for you to bring a new employee onboard? Think about the practices you had in play before working from home and see how you can make adjustments and changes to suit a virtual onboarding.
- Think about what documents your employee will need to fill out. How will they access them? Consider making these documents accessible online or send via email.
- Ask your new employee if there is any additional support they might need.
Training and Accessible Learning
- Virtual onboarding might be new to both of you, so acknowledging this new sense of normalcy will help ease any additional pressure or insecurity either of you might have – It might also be a good ice breaker.
- Ensure your training guidelines, policy statement and agreements are accessible online.
- Outline your goals and expectations, taking into consideration the change in workspace. It is also important to consider the employees needs during this time as well. Creating a realistic work-life balance is going to be key for success.
- Set up video training, conferences and meetings to ensure proper communication and understanding.
Planning for Success
- It is important to ensure your new employee has all the proper tools and resources to succeed in their new role. Setting up specific goals, or a series of tasks utilizing their training will be helpful for them to gain confidence and become more comfortable and familiar with the work they’re doing. This will also help you gage whether any changes or additions to the training program might need to be made.
- Set up a line of open communication with your employee; weekly meetings or check-in’s will allow time for answers and feedback, which will encourage open feedback and help you both during this process.