November 22, 2022

Make your recruitment process and onboarding procedures more efficient

It was inevitable that we would have to start recruiting digitally at some point. Find out some helpful advice that could make your remote process of recruitment and onboarding procedures more efficient.

Efficient recruitment onbording process
Find out some helpful advice that could make your process of recruitment and onboarding procedures more efficient.
Paula Viatela
SEO Specialist

Make your recruitment process and onboarding procedures more efficient

It was inevitable that we would have to start recruiting digitally at some point. Given the technological advancements over the past few decades, online hiring has become increasingly simple.

It takes time and resources to advertise, interview candidates, select a new hire, and begin the onboarding process. On-the-job training is a necessity for all new hires, but it can result in productivity losses in the first few months of employment. Thus, it is not surprising that an increasing number of businesses are prepared to expend extra effort to find suitable employees. This is especially true when bringing on employees who will be working from a distance.

Find out some helpful advice that could make your process of recruitment and onboarding procedures more efficient.

Humanizing is essential

Humanize your hiring and onboarding practices as much as possible. The HR department should make everything as human and individualistic as it can.

Many of us have seen in the last few months that almost everything in business can be done from afar. However, many people have had difficulty with the work's less interpersonal aspects. The success of your company's recruitment and onboarding efforts hinges on how you structure the experience for new employees.

Improving your hiring methods

Starting with how well candidates are heard and understood is a great place to start when trying to improve your recruitment processes. Numerous studies have examined the candidate experience, and the results all point to the importance of making the candidate feel like you care about what they've gone through.

The most effective methods for recruiting new employees remotely are:

  • Having open lines of communication is essential. When hiring remotely, it's important to over-communicate whenever possible.

  • Being open and honest is essential. Make sure everyone knows what is expected of them, and only hire the most qualified candidates.

  • Plan the most effective times to get in touch with a candidate so that they can receive updates in the same way that they would if you were meeting with them in person.

  • Find out the organization's long-term goals and how the position in question will help you reach those objectives.

The proper framework and organization

We've all been there: the hiring manager rushes to get your resume, sits down afterward to scan it for the first time, and then launches into a conversation. In a casual, in-person interview you can get away with some improvisation, but the same cannot be said for a video interview.

The essentials of preparing for a video interview:

  • See the resume ahead of time so you can get ready.

  • Stare straight at the camera.

  • Get the room ready for action and get the laundry off the floor.

  • Try out the tools with a coworker in a test video call, and if you can, record the conversation to use as a reference later.

  • Find a way to make the video conference more human and personal by establishing certain points of agreement in advance. In the first ten minutes, it's important to try to break the ice by talking about something other than work.

Allow the candidate to participate

The role of human beings is another major variable that has evolved. Job candidates can learn a lot about the principles and work culture of a firm by observing its employees in action during an in-person interview.

A remote configuration only allows you to see the people you want to talk to, and those conversations are usually one-on-one. Potential employees are more inclined to join your team if they have a positive impression of your business. Therefore, HR should take the time to show prospective hires around the office to help them acquire a feel for the team dynamic there.

Invest more effort into a worthy candidate

Whether you're hiring and onboarding someone remotely or in person, going the additional mile for the appropriate candidate will help them feel totally at home in your company:

  • Maintain regular contact.

  • Get them to feel more like part of the team by mailing them branded items.

  • The candidate should anticipate contact from their potential teammates. Premeditated points of contact are highly effective.

  • Include videos of your office, webinars you've given, links to your blogs and social media, and more in a candidate package to send out.

Customized, online orientation

The greatest revenue impact can be made by an efficient onboarding approach. Think about how you might tailor the onboarding process to the specific needs of your new hire.

The signing of a new contract is often met with great enthusiasm. It would be great if they were then welcomed with open arms at their new place of employment, where they would be spending most of their time. They'll be more invested in their task and ready to give it their all because of this. It could help your business stand out from the competition.

Investing time and energy into your applicants has a significant effect and is crucial to the success of remote onboarding.

Points to remember while hiring and onboarding remotely

Everyone enjoys being treated like someone special and making a welcome addition to the group. Focus on this sentiment by immediately pairing up newcomers with various members of the team to help them feel more integrated. That way, they can always count on having someone to turn to for answers.

In addition to this casual pre-boarding, a formal one sets the tone for professionalism, which is especially important when employing and managing remote workers:

  • The founder could send the candidate a personal note of welcome and provide some insight into the company's culture.

  • Recruiting and Human Resources should call the candidate to go over pre-boarding details such as contracts, programs, etc.

  • In preparation for the new hire's first day, make sure he or she has access to all necessary equipment.

  • Assign a partner to the new hire during the pre-boarding phase to ease their transition.

  • New hires can feel comfortable asking any number of questions and discussing any number of topics during daily check-ins.

Final thoughts

There won't be as many opportunities for small talk around the water cooler when hiring and managing remote staff, so it's crucial to spend more time with candidates upfront. People have a more difficult time adjusting to a new workplace and making friends among coworkers if they don't get to know them on a personal level right away. So, use the candidates' preferred methods of communication to keep in closer contact with them more often, provide constructive feedback, and swiftly follow up.

HR professionals need to put themselves in the position of the new hire, which shouldn't be too challenging. We all know what it's like to be the new kid in school and to feel confused and out of place. Don't let the new hire's nerves get the best of them; instead, go out of your way to ensure they have a positive first experience. In this way, you can put an end to the frequent employee departures that have plagued your business.