The rise of remote work has been proved as a boon to the industries where the workforce is scattered through time zones around the world.
To be honest, everything is not easy. In this COVID-19 pandemic crisis, every company has been on a ‘forced remote work’ spree with their employees.
We’ve talked a lot about working remotely, team management, standups, video conferencing, transitioning to remote, etc.
The functioning of people is perhaps the most important and definitely the most overlooked aspect of remote work.
Whether it’s setting realistic work goals and expectations, or giving employees the freedom to pick times that work best for them at the same time, hiring managers give you a closure on working the best within your schedules.
They play a larger role in the overall operating of the company too, which becomes crucial in a remote setting. Might be the reason why they are called the unsung heroes of remote transition and work.
What is their role in the success of remote? Let’s discuss this.
Since most of the companies are now transitioned to remote work, the process of hiring has entirely changed. It is no more the same as earlier when all the information was used to glean from body language in a physical environment.
Onboarding a new hire in a virtual setting involves extra planning. It involves a clear learning agenda with deliberate time and space for social interactions.
Hiring decisions include culture and value alignment on both sides, the company, and the employee.
Employees might have the right experience and certifications under their belt. But can they demonstrate proficiency and knowledge on their own? Maybe, the answer is NO. Then, who is behind this mind game of putting them across the substantial needs of the company?
Recruitment of the candidates for developing and implementing plans and strategies for the welfare of the employee is an important responsibility of HR professionals.
But how? It is the hiring team that recruits the best ones having the potential to accomplish the assigned task.
- It has a difficult task of creating and improving processes for search and recruitment.
- Face-to-face interviews may not be useful or feasible but suggestions for remote work become a little hectic.
- Looking for eagerness and capacity to learn who needs to understand their perspective about the companies.
Beyond the obvious role in finding and hiring the right talent, the people function is responsible for the desirability and brand image of the company itself.
Employee value proposition
To attract significant talent and boost employee engagement, an authentic employee value proposition is presented. It involves all the flexibilities, and perks gained while working in an organization. Employers also seek an opportunity to speak their minds and demonstrate the organization’s value.
Most companies oversee candidate experience in their entire hiring process. Although the primary agenda of hiring is to fill the required open positions, but not at the cost of poor candidate experience. Honestly, it all starts right from the moment the candidate comes across your company profile until they offer acceptance or rejection.
According to a survey, LinkedIn’s 2016 Talent Trends Report found that only 29% of respondents left their last job because of unsatisfactory compensation and benefits.
Employer branding does not only describe an employer’s reputation as a place to work but works as a blend of concrete elements and abstract concepts which involves presenting the company in the best possible light in front of other employees, and job candidates.
A positive employer brand makes a significant difference in your company, period. No doubt, why the payoffs are a formalized strategy that guides your employer branding efforts moving forward.
Starting from the orientation to a “meet-the-team lunch” to some job shadowing, the hiring team plays an important role to get creative with the employee’s onboarding itinerary.
Apart from supporting you on how to stay efficient throughout the work period, an introduction to the valuable members is also their responsibility.
They make you feel comfortable with the team and make sure you make connections beyond the people with whom you work directly, which in turn can bring you closer to the company as a whole.
Benefits of a good onboarding process
According to Gallup, only 12% of employees strongly agree that their organization does a great job onboarding new employees. What about the remaining 88% of people?
Even if we are new to the workforce, we are still unclear about what to expect just because of poorly managed organizations. According to a survey, “Onboarding is a prime opportunity for employers to win the hearts and minds of new employees.” says, experts.
Here is just a brief about the benefits of a good onboarding procedure:
- Attract and retain top talents
- Boosts performance
- Enhance skills and encourage open conversations
- Build trusts and growth in the connections
Creating the onboarding plan
Whether it is remote or a field office, only a structured onboarding program can help your new hire feel connected to the new work environment and be productive in the shortest time possible. So employee onboarding has to be part, rather than an extension of your hiring process.
It not just brings a new employee up to speed on their work tasks and expectations but also introduces them to work practices and culture. This article will give you a step-by-step guide to design a remote onboarding program for your organization.
Fostering engagement for remote workers is an area where hiring procedures really shine. Counting on the benefits, they implement company-wide use of the same tools for instant messaging, customer relationship management, and video conference calls. They try to involve all the employees to use platforms like Slack or Google Messaging for immediate needs and fun communications.
What does the integration look like?
Managers have to get to grips with new ways of communicating with employees they typically see every day. If you still haven’t made your co-workers familiar with the video calls and virtual job shadowing sessions, you need to give a quick start.
Brief them about lessons to set expectations and help them to improve over the ability to attract future talents. The employees should be aware of their roles and responsibilities. Keep them engaged and excited about the work
Training and upskilling
Arrange a knowledge transfer session for the new hire with the infotech specialists. The employees should get familiar with the installation of certainly required software and should fulfill the deliverables and start taking initiatives.
Introspecting on their existing skillset to help them to take ownership of their career path and move beyond just limiting themselves to these.
You can also give due to a new hire for his/her performance. Rewards and compliments will help to boost the morale of the new employee.
It can be easy for remote workers to lose sight of the company’s mission because they’re largely isolated from operations outside their own position. No doubt, why a connection is important.
If employees don’t feel connected to each other and the company’s purpose, the company is doomed to fail. You can recreate your office atmosphere to stay connected. Make sure you make friends with your employees.
Review and feedback
The hiring team makes sure that there is no loss of connectivity between the team. Virtual interaction with the employees is as important as the growth in productivity. They timely intervene to make teams more efficient.
No doubt, why they are very keen on the reviews and feedback on their economic growth. The team knows that the productivity of the company is in the hand of these employees. So, they plan everything strategically.
Team work out
All work and no play is really bad for morale as well as business. To release stress and keep them on the track, the hiring team makes an effective decision on conducting engagement activities and small gatherings depending on the schedule. Some fun leisure activities bring back the lost interest and help to create the bonding strong amidst the teammates.
Along with the right tech tools, a more important ‘work culture’ needs to be established. But creating a remote work culture for your team that is used to a physical office environment is easier said than done.
Why do we need culture?
To share the strategic plans and goals with your employees, every remote team requires to build a strong team culture. Recruiting managers plans to recruit the right candidate to succeed as a cohesive unit.
A strong team culture takes care of the sense of accountability and creates an open environment for the employees making sure they feel comfortable sharing their opinions and ideas.
Retaining good employees is incredibly difficult as the candidates have many choices and options. To be honest, hiring good talent means nothing if you can’t retain them. It’s important to hire people who already fit with your existing vision and team.
Retain your best employees
How can you retain your best employees with the new startups popping up daily and a huge talent shortage in the industries? Here’s what you can do.
- Focus on a good-onboarding
- Employee development should be a priority
- Help them to improve the ability to attract future talents
- Keep them engaged and excited about the work
Let’s understand this through an example. Consider an employee who joined your company a couple of years ago and grew quickly through the ranks. With time, the job is no longer challenging for them. And just like another passive candidate, they try to switch for another job.
How can you retain them?
If you look at their performances and compare the growth matrix, there is a huge possibility of letting them quit their jobs.
In the atmosphere of remote work, hiring managers are being called upon to broaden their responsibilities beyond employee management to create companies where people want to work, no matter where they are.
Having employees that work at different times of the day to reach out to the customers at any time of the day or night is beneficial only when they are most productive. But who recruits such employees in the industries?
It’s the hiring manager’s team who is the functioning head of the industries.
No matter how quick is the growth in new developments every day, hiring teams to face unprecedented challenges in the weeks and months ahead to not let the growth of their companies go down. That’s how they rule the company and are the hidden profiles behind success.
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