Remote work is on the increase. Human resource departments have had to create the transition quickly amid COVID-19. So, if remote work was typically offered as a perk before COVID-19. After COVID-19, it’s become the norm.
Hiring & onboarding remote employees isn’t like hiring & onboarding people in an office. You don’t need to provide a tour of the building or share secrets about which break room is sometimes the quietest. Instead, your job could be a bit more complex: you want to make your new employee feel informed, supported, and welcomed, all without ever meeting in the flesh.
In this article, we’ll share some tips from hiring & onboarding remote employess process.We put together these some steps to guide you through the entire hiring process from end-to-end.
1. Determine your needs
Before you begin hiring people for remote work, spend a second to think about your company goals and therefore the skills that are lacking in your existing workforce. That means you’d have to take a look at your existing workforce and their job descriptions first. It helps to ask managers whether there’s a shortage of manpower in their departments. If there’s, ask them if anyone from the present employees can be trained or promoted for the work. If some can tackle the responsibility, great! All you’ve got to try and do is list down the vacancies that are left and their specific requirements.
The more requirements you add, the higher you’ll screen applicants. the upper the probabilities the remaining pool of candidates for remote work are going to be a decent appropriate your company.
2. Start searching then pick the simplest candidate
If you’re hiring an overseas employee for the primary time, creating an employment description and defining the best candidate is a challenge. The key, however, is simply to travel back to the necessities you per the primary a part of the recruitment process. You’ll want to save lots of that as a template for after you hire other remote employees for the identical post within the future. You’ll be able to even create an article style guide that features the format and sections to incorporate for future job posts for remote employees if you have got the time.
Once you’ve gone past that initial obstacle, though, it’ll be easy to pinpoint candidates who may well be a decent fit. To come up with a shortlist of candidates, you’ll be able to scour online CVs on job boards for the talents and skills you need, then contact them yourself and urge them to use them.
3. Onboard your new team member
Once you’ve selected a candidate to affix your company, you’ll implement a virtual onboarding process. Put aside a pair of days in your itinerary to spend time along with your new employee and answer any questions they may have.
On the employee’s first day, you’ll reconsider your team’s standard operating procedures, policies, HR/admin tools, and expectations via video conferencing. It’s important to travel through the admin stuff straight away so your new hires won’t have too many questions as you go along.In recent years, the advent of several key technologies has made it possible to not only improve the quality of staff training but to make it so much more effective. Here are the most important technologies in that development and how they can become a must-have component in your training program.Ready to bring on your newest team member? Great news, your business awaits the growth. For even more support, take advantage of an all-in-one platform. Click here for 14-day free trial, you’ve got nothing to lose and only more help to gain.
4.Group Training & Webinars
Group training technology isn’t new, but it’s certainly plenty more flexible than it ever has been. Within the past, an honest webinar platform wasn’t only expensive, but it had been also pretty rigid. Designed more for marketing and sales than internal use, they didn’t work nearly further for the type of engagement you would like when training staff.
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On the second and succeeding days, you’ll be able to turn over the client to the manager of the department where they’re going to start working. The manager should also brief the new hire about processes and policies. The social media manager, as an example, should undergo the content calendar with the new hire remote employee.
While it’s tempting to only let new remote hire reason themselves after their first day on the work, orienting them thoroughly on the tasks that you’ll transition will help reduce work-related errors and make sure that they form good working relationships.
The longer you spend on new hire onboarding, the more practical your new hire is going to be when working remotely. For remote teams, this goes beyond just orienting them with the tasks. Tell them how they will communicate with the team, familiarize them with any employee scheduling tools, and help with any technical issues.
5. Review Your Results
A couple of weeks after hiring your recruit, you ought to do a review. The review aims to find how the new hires have gotten on with their new role, how your teammates have gotten on with them, and to achieve insights into what you may do better the subsequent time you choose up a replacement hire for remote teams.
Hiring remote workers is both challenging and fulfilling. It’s difficult to form an remote employment description, find and onboard the best candidate, and review their performance. Remote hiring, after all, is, in a way, a reasonably new concept.
Follow those tips to make sure finding remote employee as you transition into remote work. You’ll only reclaim with building your team as you keep fine-tuning your approach and hiring new employees who will work remotely.
You invest plenty in your staff and wish to grasp that they’ll not only learn everything needed to try to do their job but thrive due to it. Traditionally, training has faced several challenges.
But now you have an option. Gurulize offers webinar and group class functionality, live 1:1 sessions. To be told more about how these functions work together to produce comprehensive access to video training, click here to contact us today!