By: Pranav Ramesh

7 Tips to Succeed in Remote Onboarding

Recruiters and HR professionals understand the significant challenges in finding and attracting candidates to tech and IT roles in a world still reeling from the effects of a pandemic and the Great Resignation. Persistent skills shortages and employee burnout continue to plague almost all sectors of tech, with

Do your recruiting strategies need a facelift? Has your company’s onboarding practice become a total bore? Take note of these seven tips for improving creativity and innovation in your recruitment and onboarding strategies. Start recruiting and onboarding top talent with purpose.

  • Optimize your company’s career page

Often, a career page is the first place potential employees will start to learn more about your company. Make sure all the basics are covered, but then take the creativity up a notch. Develop a series of employee testimonials centered around company values. Provide a rough FAQ page that actually answers tough questions. Check out how your competition caters to candidates on its career page and see what you can glean from that.

  • Get the most out of social media

Sure, everyone knows that recruitment has exploded on social media. Increasingly recruiters are sourcing candidates from Instagram stories and TikTok videos. But how can social media recruiting be taken a step further? Highlighting company culture on social media can give candidates a look inside a company. And featuring an employee of the week on social media can provide a more individualized touch, especially for larger companies. Many companies have also created recruiting social channels specifically targeted at attracting candidates.

  • Build a talent community to reach passive candidates

Just because an opportunity didn’t work out for a top candidate with your company at one time doesn’t mean you can’t keep them in your talent pipeline! Make sure that candidates can receive job alerts for positions that interest them. Also, give talent the ability to apply anytime to your company- think of it as a self-driving pipeline for candidates to provide information on open roles and company culture to individual candidates. Some companies even encourage boomerang employees and make it easy for them to reconsider joining their old team.

  • Utilize specialized candidate networks

By tapping into candidate groups that sometimes fly under the radar, recruiters can expand their reach when sourcing top talent. Think about the ways your company can tap into these groups:

  • Veterans
  • Mothers returning to the workforce
  • Individuals with disabilities
  • Early-career employees
  • Formerly incarcerated candidates

Finding virtual job boards that cater to these populations can help expand your talent pool while reaching underserved communities. Partnering with professional groups that support these special candidate groups can lead to long term and mutually beneficial partnership, including virtual job fairs and corporate sponsorships of charitable organizations.

  • Make remote onboarding more than just paperwork

While onboarding serves the very practical purpose of preparing a new hire to work at your company, it certainly doesn’t have to be boring. Remote work can sometimes be challenging enough without in-person, social contact from your co-workers, but try to imagine how difficult remote onboarding might be for a brand new employee. Many HR professionals recognize this struggle and have begun to incorporate some fun and games into the process. By making the onboarding process slightly longer, with more guidance, new employees will feel more engaged and connected to company culture off the bat. When appropriate, maintaining an employee mentorship program can be mutually beneficial, encouraging established employees to learn from new hires as well.

  • Focus on inclusive onboarding programming

While most hiring practices account for diversity in a company’s workforce, it often doesn’t continue past recruitment. Most onboarding programs focus on efficiency and productivity and fail to realize that onboarding, when done properly, is about all of the productivity for the career of the new hire. The value of creative and inclusive onboarding is

Here are some tips for incorporating more diversity into your onboarding sessions:

  • Enroll new hires through a DEI session through your HR unit
  • Make clear your company’s commitment to DEI through examples and actions
  • Decode your company’s jargon for new hires (including common acronyms) and create a glossary of terms
  • Encourage new employees to bring their whole selves to work – and be prepared to provide support when needed
  • “Re-onboard” existing talent for more successful retention

Re-onboarding aims to re-acquaint employees with your company’s culture, values, and their own team. This can be done by taking them through an altered onboarding plan – one that is designed to bring more established employees back into the fold. It’s no secret that recently, employees have left companies in droves when they have a bad manager, feel undervalued and out of the loop.

And now, with hybrid models shaping how and when employees work, it’s important to provide guidance on schedules, communication tools, and required documentation. Each employee responds to change differently and needs support in diverse ways. A re-onboarding plan should account for unique needs to support existing employees one-on-one while still incorporating team-building events that build comradery, decrease burnout, and increase productivity.