Virtual Onboarding

Last time we looked at issues related to virtual hiring and today’s topic is what to do after someone is hired. Virtual onboarding is obviously a little trickier than onboarding in person, so here are some tips. Some of these are obvious, but who hasn’t had a time when the obvious was forgotten?

+ Replace a job description with a statement of roles and accountabilities. Clearly identify what is expected and identify the accountabilities. Accountabilities are important because it demonstrates from the beginning that you expect the person to be responsible for outcomes. Review this on the first morning and check back during the next few weeks to make sure the person is clear on these responsibilities.

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Virtual Hiring

Are you in hiring mode? Even if you’re not at the moment, as we are six months into the pandemic at some point you’ll need to add some staff, especially if you have strategic or even immediate needs.

Not all companies have returned to their physical places of work, and as a result, your interviews and hiring decisions are likely to be made based on video calls.

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Full Employment Blues

Most of my clients are hiring new employees and finding it much more difficult than it was several years ago. The main reason? Full employment. As much as they want to attract top quality candidates, it’s much tougher today.

This will sound like a sweeping generalization (and it is), but most candidates who have been unemployed for more than a few months without a reasonable explanation are out of work because they’re just not that talented. Of course, there are exceptions, but at 3.7% unemployment…well, you do the math.

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