As we start get used to the world of lockdown and social distancing, the world of work is also changing beyond all recognition. Companies and their employees have often been quick to adapt, with home working becoming the new norm for a huge proportion of the UK and Global workforce.
Our ability to adapt and in some cases, thrive, in these new conditions has meant that companies in high-demand sectors have continued to hire, sometimes at accelerated levels. A recent piece of data analysis by LinkedIn on hiring rates showed that in addition to Healthcare and Supermarkets, Transportation & Logistics and Hardware & Networking industries in the UK are both hiring at increased levels compared to this time last year.
Spikes in hiring activity bring with them a unique set of challenges in this unprecedented environment. How do you navigate interviewing and onboarding remotely and compliantly? How do you ensure culture-fit with short timescales and no face to face meetings? And how you make sure every candidate has an exceptional experience in a market where you may get hundreds of applicants per role?
Over the past few weeks, we’ve been busy onboarding hundreds of new starters remotely across a wide range of businesses and sectors. We’ve created these top tips to help you do the same:
- Harness technology wherever possible to automate processes and make it more efficient
- Don’t be tempted to take shortcuts with your vetting and screening processes and always make sure that documentation is stored for audit purposes.
- In many cases, it’s not going to be possible for an individual to work from home and to be onboarded remotely. Social distancing will need to be taken into consideration and planning is key. In volume roles where multiple new hires are onboarded together, this may mean scheduling additional intake and training sessions.
- The health and safety of site-based key workers and their families is paramount. Always ensure that you understand any health risks related to their personal situation and that of their families and adjust your pre-employment screening to incorporate this.
- Always provide feedback to any candidates that aren't able to successfully onboard. Although you may be busy, it's more important than ever to keep unsuccessful candidates informed, this will better equip them to find another role and also protect your reputation as an employer.
- Ask for feedback throughout the process, even if it's automated. A service that worked before Covid-19 may need illicit a different response now, understanding how candidates feel about your process will help you to reduce drop-outs and continuously improve.
- Make use of video-based engagement with candidates and new starters wherever possible – remember to maintain the human element in situations where it’s not possible to meet up face-to-face. Whether you use tools such as Zoom or apps such as FaceTime, most people now have access to technology at home to support this.
- Facilitate digital introductions for new starters to their team members, stakeholders and senior leaders. Try to give new starters some tone on one time with key individuals, rather than hosting large group calls. On the calls try not to just get straight down to business, instead allow time in these initial meetings for really getting to know your new starter on a personal level.
- Always make sure that new starters have the workplace technology and IT access they need to start their role and be productive whether they are home-based or a site based key worker. Be aware that this can sometimes cause logistical issues that need to be taken into account and planned for.
- Make sure you remain sensitive to everyone’s personal situation. Being empathetic is more important now than it’s ever been and it’s always a good idea to ask people how they’re feeling throughout their first weeks and months in a new role.
Click here to find out how Rullion has supported one of our customers during the current COVID-19 pandemic.
For more information on how we can support you with your selection and screening click here.