The coronavirus disease has changed everyone’s lifestyle. In the past, it was weird to meet someone without shaking hands or hugging. Today, we don’t want anyone invading our personal space for fear of infection.
It’s going to take a while before shaking hands becomes a part of job interviews again. Staying away from each other doesn’t mean that businesses should stop hiring. Thanks to the rapid advancement of technology, both small and large businesses have started mastering the art of contactless hiring through virtual interviews.
While this option is not as great as meeting with candidates face to face, it is a new reality that all human resource managers and employees have to face. Today, we are going to discuss five easy and practical tips for contactless hiring and onboarding.
Video interviews are critical
Some organizations are waiting for scientists to develop the COVID-19 vaccine so that they can come back in full swing. However, scientists and medical experts are not sure how long it will take to develop this vaccine. Instead of waiting until it’s too late, you should consider using the solutions that are currently available. And one of these solutions is video interviews.
Since most people are new to such kinds of interviews, employers need to keep things simple. Don’t force your interviewees to use complex apps that involve downloading and installing a new program to their devices.
While this might be simple for candidates who understand the ins and outs of technology, it might be difficult for some who don’t have the right software or device. If you are hiring hundreds of entry-level workers, any technical fault can lead to loss of great talent.
To avoid this, make it easier for your employees to interact with you. It’s best if your interviewees won’t have to download anything. Since most people have mobile phones, it’s important to choose a platform that operates smoothly on most smartphones. For instance, Zoom and Google Meet are amazing options. If all your interviewees have iPhones, FaceTime is a great option.
You should also text the meeting link to all your candidates a few days before the interview date. Confirm with everyone that the link is working. And, don’t forget to look at different interviewing techniques before the set date.
Organize virtual documents
For several years now, business experts have been reporting that we are heading towards paperless workplaces. And they’ve not been wrong. The pandemic is pushing us rapidly into a reality we never imagined a few years ago.
Employers might be required to send and receive paperwork to their candidates multiple times via email. Instead of using this tedious method, you should consider creating PDFs that can be edited by you and your candidates or new hires using a computer or mobile phone.
Upon receiving these documents, you won’t have to print or scan them. Instead, you can save them in different virtual folders for each employee. You should create a backup on a secure cloud server to avoid losing important documents in case your computer crashes.
You can also use reputable hiring platforms that allow you to send, receive, and store all your HR documents electronically. Using automated platforms will reduce the risk of making errors.
Onboard using training videos
Virtual onboarding involves creating and distributing great training videos to your new hires. They are not only easy to create but also effective. Research studies have shown that videos are effective training and reading materials because employees can always watch them whenever they want. While face to face training cannot be entirely replaced, videos are the next best tools.
Creating effective training videos is another topic by itself. You have to consider a lot of factors when creating videos to make them educational and engaging. Here are a few keys that you should keep in mind when creating videos:
- Keep them short and direct – Studies show that short videos are more effective than long ones. Do your best to keep your videos under fifteen minutes. Five to ten minutes is ideal. Your new hires can learn a lot from a five-minute video if you take your time to plan.
- Interact with your audience – The more engaging the onboarding process is, the easier your employees will learn and remember the lessons. You don’t have to create these videos alone. Consider collaborating with your coworkers to create lively and interactive videos.
- Accountability is key – To make the onboarding process effective, you need to keep your new employees accountable. Prepare quizzes and signed statements that make training completion compulsory. You should use platforms that prevent videos from being forwarded or skipped.
Communicate with your team
New hires often feel isolated especially now because they can’t meet and interact with veteran employees physically. Remote workers are prone to feeling disconnected from the organization’s culture. And this can result in a lack of loyalty and high turnover rates. Business managers can prevent by establishing open communications with all team members. Let your employees know that they can reach you anytime during working hours.
Bond with your team
For your team to bond, they have to be more than just co-workers. Your team will be more productive if they know each other well. Consider having informal video interactions at the end of the week. Encourage them to do different activities such as cooking, gaming, or making cocktails together. You’ll be surprised by the results of bonding with your team.
As medical experts work day and night to develop a vaccine, you can follow the health guidelines by embracing contactless hiring and onboarding. As you’ve seen, these tips are not difficult to implement. You need to be creative and flexible for your organization to survive and succeed. Making virtual the new normal will make it easier for your team to embrace it.
About the Author
Quinn Paulson is a professional essay writer at research paper writing services and professional writing services. He is also a journalist and manager who runs a custom essay service who enjoys traveling.