Ways to Hire & Onboard Remote Workers Recruiting remote workers has shifted to become a main focus for many businesses. Prior to the pandemic, many companies had little to no best practices in place for recruiting, hiring and onboarding remote workers and had to...
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Ways to Hire & Onboard Remote Workers
Recruiting remote workers has shifted to become a main focus for many businesses. Prior to the pandemic, many companies had little to no best practices in place for recruiting, hiring and onboarding remote workers and had to do their best to adapt on short notice.
Generating ideas for recruiting, hiring and onboarding remote workers can be a daunting task, especially if your business is not used to dealing with the unique challenges remote workers present. However, with the right approach and effective tools, your company will benefit from quality remote workers.
Recruiting & Hiring Remote Workers
Finding Top Candidates
The first challenge is finding and recruiting the best remote workers. Ideas for this task include some of the same strategies used for finding on-site workers and some that are unique to recruiting remote workers.
- Job boards are invaluable for increasing your pool of candidates when recruiting remotely. Just make sure the job description and, especially, the qualifications for the position are clearly stated and outlined. This best practice will narrow down the candidates before the application process even begins.
- Social media platforms are another great resource. But don’t rely just on professional sites such as Linkedin. Use Facebook, Instagram or your business website to promote the remote work – and don’t forget to make it shareable!
- Word of mouth is an important and often overlooked tool because it is so simple. All you have to do is tell everyone you come in contact with what you are looking for.
- Professional associations can be especially helpful if the remote position is for a freelancer or contract worker. These associations often have their own job postings that the remote freelancer or contract worker looks to for legitimate work-from-home positions.
Remember, you are looking for the most qualified remote workers to recruit. Let your company’s core values be clear to the applicant while making sure the expectations and qualifications for the job are outlined with care. The goal should be to have a remote worker who can connect with the business’ ideals so that they will feel connected to the company and be able to become invested in its unique culture and its ultimate success.
The most important aspect of the interviewing process is the interviewer’s preparation. You want to be clear from the start about your expectations. Don’t just consider the candidate’s on-paper qualifications. Ask questions that delve deeper than the resume. Consider unique strategies and use applicant tracking software to keep the process organized and seamless.
After you have narrowed down your candidates, you may want to have them do a test project to see how they would handle things in a remote work environment. This is especially helpful if the prospective employee is new to working remotely. They, and you, may find that remote work just isn’t right for them. Remote workers need unique characteristics in order to be successful.
- A proactive attitude
- An ability to prioritize tasks
- Excellent writing and communicating skills
- A personality that thrives on being self-motivated
- An ability to be open and honest
Consider these qualities when constructing your test project. You can save a lot of time and money by narrowing down your search with job-specific tasks. You will also see how the candidates get along and interact with current employees.
Onboarding Remote Workers
Once you have your new hires, the first step of onboarding remote workers is to have an orientation. Most likely, this will be virtual and can include welcoming, introducing and any paperwork that was not already completed. Orientation ideally gives the remote worker a sense of belonging and lets them know the hierarchy of the company. They need to know who they are reporting to and working with regularly. Questions from the new employees should be encouraged during this phase.
The transition from orientation to full onboarding can take days to months, depending on the type of position. Best practices when onboarding remote workers include using training videos, keeping them engaged throughout the process and paving the way toward working on their first assignments.
When the team member has the necessary resources, they can begin on their first assignments. Depending on the task, these can be done alone with the understanding that questions to the person they are reporting to are encouraged or, these assignments can be done as a group through video, emails or other shared sources. The important thing to remember is that the employee may be remote, but they should not feel alone or disconnected from the company culture and other team members.
A good way to offer continued support is to have clear objectives for a certain time period. For example, work with your remote workers to set 30-, 60- and 90-day goals. These goals will help keep the remote worker engaged and on-task. It will also give you the tools you need to assess the work done and to improve your onboarding process in the future.
The Applicant Manager
TAM offers the right tools for you to find the right candidate. Learn more about our features to see if TAM”s cloud-based solution is a good fit for you.
Tips & Tricks for Onboarding a New Hire
Finding a new employee may seem like the end of a journey, but a new one is just beginning. Ensuring a smooth onboarding process is critical.
It’s not as easy as filling out forms and starting the new job. Having a consistent, user-friendly process can ensure the new employee is happy and productive from the start.
Read on to learn how The Applicant Manager software can help streamline your company’s onboarding process.
Have All Information in One Place
Ideally, a new employee will already be familiar with your company’s mission and goals. They should appear in the Careers section of your website, and they should be reinforced during the interviewing process.
A new employee will receive a lot of information about your company; there’s no way around it. So having all of the information in one place is important. That way, important papers don’t get lost, and the employee can plan on how long it will take to get everything finished.
Instead of just dealing with human resources, your new employee will soon be working with other departments in the company. The right software will share information company-wide to ensure a smooth transition.
Use Technology for Easy Signing & Storage
Getting a new hire’s paperwork finished is easier than ever these days. Onboarding software can help accomplish this task whether the new employee is using an iPad, laptop, or even a smartphone.
This can simplify a daunting task, as new Twitter employees have more than 75 steps in the onboarding process.
Some of the best practices for onboarding a new employee include:
- Giving them significant responsibility from the beginning
- Assigning a personal mentor to each new employee
- Welcoming them with decorations and company merchandise
- Assigning “buddies” to make remote workers feel welcome
- Setting up “coffee times” to connect them with company leaders
Save Time for You & Your New Hire
Much of the legwork of onboarding a new employee can take place before they even walk through the door. Setting up the phone and email system in advance will save time for the new worker and fellow employees who would otherwise have to find time to help them.
How you treat a new employee on the first day will go a long way toward ensuring their future happiness. The immediate supervisor should be close at hand and should personally introduce the new employee to team members.
Treating new employees will not only ease their anxiety, but it will also allow them to settle in for a successful career with your company.
The Applicant Manager
The right software is essential to a smooth onboarding process. The Applicant Manager can ensure that paperwork is filled out and organized properly.
TAM can help you ensure proper compliance with hiring laws while making the overall onboarding process as smooth as possible. Take a look at all of the features The Applicant Manager has to offer.
Whenever you get a new job, it can be easy to get lost in the new paperwork thrown your way. With agreements, offer sheets, company statements, etc., it can be easy to get lost in the madness. One of the most important forms that is filled out on the employee side is the W-9 form.
The W-9 form is an official IRS tax form that you fill out to verify your name, address and tax verification information for the income you receive. The information taken from the W-9 directly relates to how you receive your 1099 tax form which becomes important when it comes to tax-filing season. With it comes the TIN, or, your Tax Identification Number.
As an HR professional or new employee, here are some best practices to follow:
Filling out the form entirely
If it isn’t obvious already, filling out the entirety of the form is critical. Making certain that your name, address and social security number are present and accurate are key in making sure that your identity is verifiable. There are two main purposes for the form being completed. One of them being to confirm your identity, the other to make sure vendors are held accountable. This makes it so that vendors that aren’t reporting income, will get caught by the IRS.
Filling it out in a timely fashion
The IRS requires that you obtain a W-9 form from a vendor by the time you file your tax returns, but its better to get them before you make the payment to the vendor. So typically, this is done at the very beginning of a hiring or contracting process.
This is one of the onboarding forms that often gets lost in the mix. With different tax systems in companies, there can be some small different procedures. However, most of the time there is a lot of paperwork involved to legitimize the process.
Keep track of all different forms
Often if you are a contract worker or are on the flip-side and hire a lot of contract workers – you should take note of how many different forms are being processed. Whether its a W-9 or a 1099, they are essential for tax purposes.
If you are a contract worker and have worked many different contract jobs, you have to keep your forms in one place. Keeping track of them throughout the year makes it easier to find when it comes time to file your taxes. On the other hand, employers or HR professionals should keep their 1099s ready for when January comes around.
Under the W-9 forms, the companies will not withhold any taxes for you. You are the one that has to be responsible when it comes to ensuring the right amount of taxes are paid. So get your W-9 forms in order and organized ahead of time, and save yourself the hassle later!
Orientation and onboarding are often used interchangeably by many people – even some within human resources (HR). However, the two concepts are distinct from each other, but both are extremely valuable when it comes to retaining your newest hire. Let’s take a closer look at how onboarding and orientation have a huge impact on employee engagement.
Click Boarding, a SaaS provider delivering an easier new hire onboarding solution, and The Applicant Manager (TAM), a cloud-based recruiting software solution, today announced a partnership that will make it easier for HR to manage recruiting and onboarding. By delivering ‘easy’, it greatly increases the likelihood that new hires will be just as excited on their first week on the job, as they were getting that first phone call from the recruiter.
“The Applicant Manager and Click Boarding partnership makes perfect sense as we both build customer-centric solutions that focus first and foremost on simplicity to deliver better experiences,” says Christine Marino, Chief Revenue Officer, Click Boarding. “Now HR can recruit and onboard candidates with the greatest of ease, while candidates remain excited about the company they’ve joined.” read more…
This is part five of our five-part series about effective recruiting in a candidate driven market.
By: Edna Nakamoto and Jessica Barrett
This week wraps up our five-part series on recruiting in a candidate driven market. We’ve covered strategic planning and determining need, and internal and external recruiting. In our previous installment, we looked at external assessment tools. As promised, today we’ll be talking about the final step in the recruiting process: Making the Final Selection.
Making the Final Selection
There is one key thing that that should happen even before the prescreening process begins, and that is for you to remember that you are the expert on market conditions. It is your job to educate your hiring managers on what is going on within the landscape of a candidate-driven marketplace. Don’t expect them to already be aware of that, especially those managers who rarely do any hiring. This will make the expectations going in to the interview process clear, and the process that much smoother. read more…
It may appear that your new employee has made the final decision to join your organization the moment they accept your offer, when in reality, the majority of the time, an employee is still making that decision up to six months after they’ve begun working for your company.
This study, sponsored by The Society for Human Resources Management Foundation (SHRM Foundation), found that half of all hourly workers leave within 120 days, citing issues with onboarding and training as one of their largest reasons for job dissatisfaction. Replacing employees is not only time consuming, it’s costly, and causes lost productivity. Additionally, high turnover can do long-term damage to company morale.
Companies seeking to be an employer of choice recognize the value in creating an engaging company culture. A large part of that engagement is a high-quality onboarding process. Onboarding is no longer doing paperwork for a few hours on a Monday morning. Employers of choice understand that onboarding is an ongoing part of an effective recruitment and retention strategy. For true engagement, employees both new and seasoned, need to be a part of the Plan. They need to feel like they understand organizational goals, how sales affects the overall success, and how their role contributes to the organization’s success.