How Does Virtual Onboarding Actually Happen? |
Posted: December 2, 2021 |
Virtual stands for not physically there. Onboarding means integrating new employees. So, virtual onboarding means acquiring new talent remotely. This is a modern method of recruitment. Many recruitment consultants are relying on it for fulfilling the rising demand of employees during pandemics or lockdown. Unlike traditional hiring, this process does not require one to be physically there for a face-to-face interview. Now, most of global companies prefer it for assessing and training potential employees. Up the Retention Rate Generally, the manpower consultant in Delhi or anywhere takes three or more years to complete the hiring process. With this quick processing, the hired one gets sufficient time to gain experience and look for another opportunity. This happening triggers the retention rate to go up, which is not good. On the flip side, the virtual hiring process is far better than that in terms of retention & productivity. The research of Glassdoor has proven that this method lets reliable candidates onboard. Their retention rate is proven up by 82% and productivity by 70% or more. Simply put, various companies can stretch this process to one year. This means that the employer gets production from him the entire year. Guide for Onboarding Employees Virtually Typically, recruitment consultants together with hiring experts like HR prepare rounds for introduction, interviews and induction.
For remote hiring, these experts have to create a digital strategy. Connect with all recruitment experts online to create a process. The process would be similar to physically recruiting them. Just communication and platform would be shifted to digital. So, the hiring team should get ready with these things:
However, the possibility of having hardware is 50-50. So, it’s ideal to set up a virtual call on his smartphone on a specific date and time. The introductory rounds can be easily hosted this way. The key thing is employee engagement, which requires coordination. Take into account that neither one should be unnoticed. For this, a prior connection with the candidate is essential.
Remote hiring also requires professionalism and a gentle approach. With your professional approach, you can make prospective employees comfortable. This way you can help them to remove any sort of anxiety during interviews. Being gentle would be an asset. It lets them open up easily, which enables you to make appropriate decisions on hiring.
This is a trailing process once the person is hired. You have to plan and schedule training sessions. Select the ones who are ideal as a new hire. Then, schedule the session. For this, you need to create online invites in the calendars. Fill it up with the right information to meet the purpose. Guide trainers to get ready with the appropriate stuff. Ensure that you are prepared for what is likely to be imparted. For training stuff, include key information for referring to the new employees. As far as training sessions are concerned, split them into multiple days. One-day training can exhaust them and won’t let them absorb it in a go. Use a secure video conferring program. It will let you share the training stuff with multiple candidates. It provides two-way communication. · Share your company valuesCompany culture is important and new hires often get curious to know about it. In a virtual meeting, you get an opportunity to share it with. Explain to them the real culture of your company and the right code of conduct to be carried out while working. Keep this session light and full of communication while executing the shared values in the organisation. · Define company’s goals and visionSince every role is unique in the company, you need to explain it significantly to all new employees. Let all of them understand their role clearly, as what their roles and responsibilities are. Share the objective of your company together with its vision. Also, explain the performance assessment procedure. It will create transparency, which makes new joiners comfortable. They feel free to adapt to and contribute to the company’s values and vision. · Referrals are goodNewly hired employees might need a long time to adjust to the company and contribute to its overall values. This condition can be relaxed if that hired one is a referral of the existing employee. They can virtually interact during the induction or onboarding process. It would let them understand the company’s workflow and its processes better. So, hiring referrals can be benefitting. · Frequently check the progressZoom-fatigue is disastrous. There are conditions when new employees have to carry out the workload together with taking up calls from the team. This practice can pile up work, which can stress you out a lot. Here, partnering with others can help them out. They can effectively manage and troubleshoot the issues and challenges easily without any lags.
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