Our world is becoming more and more digital; are you and your processes as well? Companies who have already set up their recruiting and onboarding processes digitally, are already one step ahead of most others, which is ridiculous in our digital world.

Virtual Recruiting: Set up processes and suitable tools to save time and costs

Doing recruiting virtually does not mean you have to make compromises or slow down processes. Quite the contrary! It is easier to find suitable vacancies, involve managers in different locations and to even reduce time and costs. In order to guarantee a smooth process, you need to set up a standardized communication structure which is transparent to all stakeholders. The whole process should be clearly defined and challenged.

Ask yourself: Which process steps do we have and how do we represent them virtually? How do we set up a virtual Assessment Center? How do we set up internal and external communication?

In particular, companies should work with the right software that takes both employee management and recruiting equally into account. It is important that all stakeholders can easily collaborate by documenting and communicating transparently within the program. Application tracking systems, such as Greenhouse (which is the Mercedes of the ATSs) or Bamboo HR, are highly recommended. Nevertheless, this tool only provides a helpful basis.

It is certainly a challenge to conduct virtual, value-based interviews, which are also crucial on an interpersonal level. This quickly separates the wheat from the chaff and shows who actually understands recruiting remotely. Despite the distance, a recruiter must have the empathy and interpersonal skills to be able to identify internal company components such as culture, commitment and drive. Share as much as you can and be vulnerable: The best way to get others to share their thoughts is to first share insights about yourself, the company, work ethic and culture. Recruiters should always show an honest picture, build relationships, and communicate expectations. With the help of a suitable scorecard, these criteria can be made measurable and support the decision-making process.

Virtual Onboarding: Excellent preparation increases job satisfaction and performance

Similar points apply to virtual onboarding. Regardless of whether the onboarding is virtual or not: The first impression counts. Just as with offline onboarding, it is important to create a great onboarding journey for newbies so that they feel confident, fully understand their field of work, and can quickly become effective. It is a huge challenge to build a sense of team belonging and trust.

Here again: Preparation is key! Start with a great tool or predefined guidelines, which provides the employee with information about the company and the team, as well as a schedule of the first few days before they begin their first day, so that they know what they can expect. It continues with a reliable organization of all onboarding sessions, which obviously is not only dependent on the HR manager, who is organizing it, but also on all stakeholders.

A sophisticated onboarding (e.g. a 3 – 5 days schedule) includes information not only about the company and the different departments. Further workshops, such as how to use the internal tools, remote communication, efficiency workshops and sessions about tips and hacks will continue to increase the levels of confidence and productivity. Especially when working remotely, not everything can be planned in detail, but it is goal-oriented and motivating to get a rough overall picture. Virtual coffee breaks with colleagues, a buddy program, as well as clear expectation management, ensure that the new employees are involved, do not feel left alone and quickly get used to the new situation. In addition, regular check-ins with a manager, HR (after 1 week, 3 weeks, 3 months and 6 months), and teammates (with and without relevance to the tasks) that connect on an interpersonal level are important to get the newbies fully on board – as if they had their onboarding in an office.

A well-organized onboarding journey leads to higher job satisfaction, increases commitment and performance levels, as well as, will determine how long the new employee will stay with the company. Working remotely is part of our daily life. We were able to figure out best practices to make sure all employees (not only internally, but also for our clients) have a great candidate experience and onboarding journey. It is worth the time to invest!

If you need support for setting up virtual recruiting and onboarding processes, please contact Marie (marie@doneberlin.com) or visit DONE!Digital: https://doneberlin.com/donedigital/