Tips For Recruiting And Onboarding During The Pandemic

2020 is a year that brought on a lot of different changes to the way we live and work. More and more employees were forced to work remotely. Nearly every business in every sector needed to make changes to the way they operate including how they bring on new employees. However, a lot of them managed to take on these challenges and managed to succeed despite everything going against them. This includes making remote hires despite not being able to conduct face to face in-person interviews. We will continue to go more into detail about these changes and some tips that you can use to recruit and onboard remotely.

Tips For Recruiting and Onboarding:


COVID and the changes that occurred during the pandemic certainly brought on a lot of challenges and made recruiting increasingly difficult. This is especially true when it comes to the standard way of recruiting employees and looking at things from a practical standpoint. Despite the challenges, there are a lot of different employees out there ready and waiting to join your team and to assist you in growing your organisation. For the majority of business owners out there, it’s going to feel very weird not being able to meet a prospective hire before actually hiring them. However, this is how things are nowadays. In today’s digital landscape, it’s time to start getting used to it being the new norm.

To effectively recruit someone remotely, you need to ensure that you aren’t looking at things the same way you used to. It’s time to bring in some creativity. By doing so, you will avoid missing out on potential amazing candidates.

Our agency firmly believes in meeting the various candidates virtually before presenting them as actual candidates for hire. Because of this, we host virtual meetings with them prior. This allows us to gain more of an understanding of the person rather than solely looking at their CVs. This allows us to effectively present you with the most optimised list of candidates to ensure you get someone that meshes well with your culture and your needs. We can even share the video interviews with you. This can save you a lot of time because you won’t have to conduct them yourself.

While you might not be able to meet a candidate in person, it doesn’t mean that you cannot recruit the same way you normally would. You could always structure your interviews the same way you are accustomed to. You can do a short interview during the initial stage and then do a much more formal one once they move on.

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Optimal Communication

One of the things that every new hire will tell you is how nerve-wracking it can be. The fact is, starting a new job is going to be nerve-inducing for anyone. However, that feeling is only amplified when it comes to getting hired during a pandemic. After all, we all get uncomfortable with change. Anyone that has been hired before likely didn’t have the same kind of process as what’s going on right now. Because of this, it’s going to be a big change for everyone and it can cause even more anxiety in recruits. This is why keeping communication open throughout the onboarding process is so important.

Help With Tech

Who knows where we would be without all of the advancements we now have at our fingertips. Nowadays, with Zoom and Slack and VPNs, we can communicate and work together seamlessly without being in the same building.

Many recruits will have a learning process they need to go through when it comes to getting these applications down. Therefore, you’re going to want to help them go through these things and try to work through using them.

Welcome Program

You need to have a structured program that these recruits can follow. Having a program is essential for any new hire. However, having one that has a good structure to it is essential. That way, you can give them the information they need to get started and it can help them navigate the early days of being an employee. This program needs to include welcoming them to the team and introducing them to their coworkers. It also needs to take them through the company’s culture to let them know what to expect.

Staying In Contact

Try not to be overbearing during this process and give them time to process things. Let them know they can always contact you and give them multiple ways to do so. Show the recruits that you trust them to do their job and try not to check up on them too often. While you do want to call them and schedule meetings during their initial days, you can begin to ease off once they get into gear.