As remote working increases, the Coronavirus outbreak has driven companies even more to find a way for employees to work from home. In the meantime, many of us have adapted to this new normal, set up a workspace or home office and discovered how we can remain virtually connected to our teams. However, growing companies have had the added challenge of making all HR tasks virtual.
If your company is in the growth phase, the recruiting and recruiting process may look very different now than it was before the pandemic. Usually, most of the recruiting and recruiting process takes place in person. According to data from a remote survey from Doodle, nearly half of HR professionals prefer in-person onboarding sessions. However, social distance guidelines no longer allow these face-to-face sessions.
Companies are still recruiting and need to strategically find a way to recruit and hire candidates in this unprecedented time. Doodle also found that only 16% of HR professionals are willing to go completely virtual with recruiting practices.
You can take steps to support your HR team in navigating these new obstacles. Finding and retaining top talent can be done virtually, but with more preparation, technical support and procedures. Running the entire recruiting and onboarding process remotely during a crisis is its own challenge, so here are strategies that can help you stay two steps ahead of the process.
Switching to Video Chat
Many of us have already switched to video chat as a replacement for face-to-face meetings. There are still some issues when using this technology, especially when used in conjunction with other project management and scheduling software. Two major hiring hurdles for HR include scheduling meetings with multiple team members located in different time zones (22% noted this struggle) and juggling multiple tools to plan and conduct interviews (15% highlighted this pain point) , according to Doodle & # 39; s survey.  In face-to-face interviews or conversations that need to be switched to video chat, it is valuable that you begin training your team to understand Zoom best practices and to troubleshoot if they have technical issues with a candidate. Technical issues arise, so what should your HR team do if they arise? You don't want to risk losing a top candidate because you can't get scheduling or video software to work properly. Testing tools are an essential step, as is having a backup plan for when technical issues arise.
As we work more comfortably at home, many small businesses are opting for dedicated business phone systems for their team. We work in space as we live, but prefer to keep our telephone lines separate.
Your team will also need to run recruiting practices to keep the pipeline of relevant candidates as full as possible. This shift can be more difficult for your team as you need to use software that helps with virtual recruiting events.
Webinars and Virtual Q & A & # 39; s are relatively easy to manage as they can be done with video sharing tools. However, your virtual college scholarship or virtual recruitment event should allow candidates to upload their resume during the session. The tools available can sort candidates based on position criteria and list the best candidates that your HR team should contact after the event. the stack and filter qualified candidates.
You also want to keep your candidate pipeline full. As your business grows, your company may need to recruit quickly, so having a robust list of qualified candidates will ease this process.
Small businesses can also use text marketing to connect with candidates. As we look for new ways to market ourselves, text messaging provides an updated, useful way to communicate your pipeline of potential hires.
Document the hiring process
Revenue is a problem for all companies, and early revenue hurts in particular. Studies show that 20% of workers leave within the first 45 days, which can be quite expensive to replace. While there's not much you can do if those employees don't feel like the position is a good fit for you, you can make sure no one leaves because of a disorganized onboarding process.
Begin by preparing a detailed employee recruitment process. Having a go-to process or set of practices that your team can refer to during the growth phase will set them up for success from day one.
Remote onboarding isn't necessarily easy, but it's setting the new standard. HR professionals said the two biggest challenges with remote onboarding were & # 39; [the employees] feeling like part of the team & # 39; (17%) and & # 39; provide clarity and context on role expectations and career growth & # 39; (17%), says Doodle. 19659002] Recruiting and onboarding practices will have to shift to virtual formats, which can take time to put together. Documenting these processes makes for a smoother process for your new hires.
Staying at the forefront of growth
Many of us hope that the staff changes caused by the pandemic will be temporary. Establishing procedures and best practices for remote workers now will keep you ahead of the competition no matter how long it takes to get back to personal workdays. I've seen ups and downs in the market for the past 20 years, but by moving with market changes I've been able to produce 21x ROI for investors.
Strategic growth in turbulent times is possible. If you take the time to teach employees new technologies and embrace virtual recruiting and onboarding, you will find success.
Have you read?
Best Road Trips in India.
Best day trips from Florence.
Ultra Budget-Friendly Destinations in Central and South America.
Cost-effective romantic getaways.