The entry into a new organisation can be a daunting time for all new employees, whether freshers or those with several years of experience. In these days of talent shortages, the onus of ensuring that the onboarding of new employees is seamless lies on the organisation. If the onboarding process goes awry, it could be off-putting for the new joinees and that could, in turn, affect their decision to continue or stay at the organisation.

The number of employees working in a remote capacity has grown by 44 per cent in the last five years. According to Forbes, about 16 per cent of companies are fully remote and operate without a physical office. For such workplaces (and even others), virtual onboarding has become the norm. Here are some tips for companies to improve their virtual onboarding process and ensure that they get it right.

Assign mentors to guide the new recruits

When freshers join organisations, they need a lot of guidance to navigate the challenges of the workplace. This is where the concept of mentorship really comes in handy. Certain organisations assign mentors for new employees. The mentors usher the new recruits into the organisation and help them understand what is expected of them as they start contributing to the workplace. They act as sounding boards for the new employees and guide them on ways to deal with challenges that they might be facing as they navigate their new roles.

Establish effective communication channels

When people join a new organisation, their minds are filled with questions. These could be related to their roles and responsibilities, opportunities for professional development, work environment and tools or even company policies and procedures. To facilitate communication between the new hires and the organisation, effective communication channels must be established. A failure to provide good communication options with concerned team members in the organisation could lead to frustration among the new recruits.

Provide requisite training and resources

Though new joinees come with the training or experience that they have received at the college, university or previous workplaces, they still need guidance to effectively become a well-contributing member of the new organisation. This is where having suitable and readily available training resources could be of immense help in getting the fresh joinees up to speed and ready to take on work at the earliest. The training imparted needs to be well-planned by the human resources or learning and development department of the organisation, in collaboration with the respective business units where the new hires will eventually work.

Plan virtual team building activities

Joining a new workplace is an exciting time for new recruits, especially for freshers. Many of them often start with stars in their eyes and the desire to contribute meaningfully to the organisation. When these recruits join a workplace that is most often virtual, they experience feelings of isolation, leading to lower levels of enthusiasm that, in turn, lower work productivity. This is where online activities that promote team building can help establish connections and foster positive relationships at the workplace.

Showcase company culture

The way a company projects itself and showcases its culture is very crucial these days, when employer branding has become a must-have.

For example, companies like Adobe support their employees and prioritise work-life balance by giving them the flexibility to work remotely, adjust their schedules and make use of various wellness programmes. The company also fosters a culture of learning and growth by providing access to various learning resources. When a company’s commitment to employee well-being and development is showcased during virtual onboarding, it promotes and facilitates stronger working relationships with new joinees and sets the stage for their long-term retention in the company.

Have regular check-ins with new joinees

How are the new employees faring? Are they comfortable at their new workplace? Are there any challenges that they are facing? It is crucial for the HR department and the respective managers of new hires to regularly check in with them to understand their aspirations and pain points. If there are any issues that they are facing, rectifications must be made without delay to ensure that employees do not feel dejected or frustrated. This is also an opportunity to get feedback from employees on the onboarding and associated processes so that the requisite refinements can be made.

Onboarding new employees and making them feel included is not an easy task. The complications get compounded when the onboarding is virtual. However, with the right plan in place, virtual onboarding can be made a seamless experience for new recruits, ensuring that they feel included and a vital part of the team.

Resources:

• forbes.com

The rise of remote assessments offered a potential solution to traditional proctoring challenges. However, the assumption that online exams eliminated cheating proved to be overly optimistic. Credible industry reports, in fact, suggested a concerning persistence of dishonest practices in this new testing environment. A HirePro report on fraudulent practices by candidates during job assessments in India found that “cheating grew by 80 per cent without proctoring.”

However, the bright spot in the report was the finding that proctoring through a combination of audio, video and image technologies detected 98 per cent of instances of cheating. So, online proctoring works!

What is online proctoring?

Online proctoring helps safeguard integrity during online, academic, job or professional evaluations. Simply put, it is online invigilation with some great advantages.

Advantages of online proctoring

Here are some of the top advantages that make online proctoring popular.

Managing scale and schedule: Online proctoring makes it easy to manage scale and schedule tests. It eliminates the need for the physical presence of a proctor or makes it easier for the online proctors to manage, as the case may be.

Accessibility: An online hiring process is a huge factor in attracting talent. People can participate from anywhere, anytime, through any device, widening the reach of the talent pool when hiring. Additionally, advanced technologies enable customisation to accommodate accessibility for differently-abled people.

Convenience: Online proctoring eliminates travel for test takers and invigilators; it also facilitates easy scheduling of exams.

Integrity: Integrity is an uncompromising aspect of exams. However, ensuring integrity is quite challenging, especially in high-volume hiring. With in-built fraud-proof features, online proctoring assures hiring integrity.

Now, let’s look at the different kinds of online proctoring.

Types of proctoring and how they differ

Live proctoring

In live online proctoring, a human monitors the test, as is done for offline exams. The only difference is that the monitoring happens remotely. A person is designated to monitor the exam session and flag any issues that may occur, as they happen. If required, the proctors can pause or shut down the tests for any candidate. In this mode, the proctors can authenticate the candidates.

However, the efficiency may vary as humans are involved, especially at scale during long-duration exams. One can record these sessions to be reviewed later in case of any issues but it adds to the effort. Setting it up can be expensive. Besides, one cannot rule out technical snags.

Additionally, scheduling proctors can prove challenging. There need to be backups kept in readiness for unforeseen emergencies. For candidates, knowing someone is looking over them constantly as they take the exams can cause anxiety and impact their performance.

Automated proctoring

While executing campus or high-volume hiring drives, it may be best to opt for automated proctoring.

In automated proctoring, AI takes over the proctoring and eliminates the need for human intervention. Some of the advanced technologies used in automated proctoring include:

ID detection: Uses face or other ID detection technologies to verify the ID of the test taker

Audio and video monitoring: Helps monitor the environment and behaviours of the candidates, such as using cell phones, and helps record sessions

Browser monitoring: Monitors candidates’ browser for any violations like switching tabs, moving out of the test window, launching other tabs, etc. You can also secure browsers to disable shortcuts and copy-paste operations, prevent screen sharing, etc.

Automated proctoring is easy to scale and less expensive than other modes, has traceability intact for audit trails, comes with AI-backed customisable reports and insights and gives instant results. It is more effective than live proctoring. Also, the proctoring is invisible, relieving candidates from the pressure of being watched.

However, it lacks the intelligence to manage scenarios like false positives, privacy, data security, etc. For example, if a person is reading a question aloud to himself or herself, it can trigger an alert. Even technical glitches, Internet or power outages can raise alarms.

Thus, there are cons that one must address in both live and automated proctoring.

Overcoming the online proctoring cons

The best solution is a hybrid approach that combines the best of both worlds. Use customised automated proctoring that involves humans to address the cons. Also, implement new-age assessment techniques like randomised questions or adaptive testing to eliminate cheating during live proctoring. Use multimodal questions involving real-life scenarios to ensure unique answers.

The HirePro report proposes the following tips to ensure assessment integrity:

• Select a credible online proctoring tool that guarantees holistic monitoring using audio, video and image technologies.
• Before rolling out offers, incorporate AI-assisted human intervention to rule out any issues.

With this approach, one can fully leverage the potential of online proctoring.

Resources:

• linkedin.com/pulse
• hackerearth.com
• uopeople.edu

Behavioural assessments are instrumental in comprehending and optimising individuals’ potential within organisations. Let’s delve into two illustrative scenarios.

Scenario 1:

HR has been informed that members from a particular team are resigning one after the other. Investigation reveals that the team leader avoids resolving conflicts among team members, procrastinates decisions, and is usually absent in times of crisis! The reporting manager says, “How was I to know that this person cannot manage a small team, handle stress, or resolve conflicts when I promoted him? He was an excellent individual performer.”

Scenario 2:

A new marketing team achieves viral success with a product campaign. What’s the mystery behind this new team’s campaign clicking instantly, where previously others have failed?
The answer to both the scenarios presented above is the use of behavioural assessments! These assessments enable stakeholders to understand individuals’ behavioural traits, aiding decisions in hiring, promotion, and role alignment, thus avoiding scenarios like the first and effectuating scenarios like the second.

To understand this better, let’s take a look at a case study showcased in an SHRM article.

AMC Theatres integrated behavioural assessments into their hiring process, aiming to enhance guest experiences. This change led to a decrease in turnover from 200% to under 90%, while employee engagement scores saw a 40% increase over seven years. Moreover, there were notable improvements in customer satisfaction scores and revenues. Implementing behavioural assessments in hiring was so successful that they implemented it in promotion decisions, with a cascading positive impact on all other scores.

Having seen the significant impact they can have on various business aspects, let’s take a look at what behavioural assessments are-

Decoding behavioural assessments

Behavioural assessments help measure the various behavioural aspects of candidates in a holistic and accurate manner. Through cutting-edge AI-powered assessments, organisations gain valuable insight into personality traits, behaviours, values, attitudes, decision-making, leadership styles, emotional intelligence, etc. These insights help predict future behaviours/performances to chart effective L&D and career progression plans. Unlike traditional assessments, behavioural assessments evaluate cultural and role fitment meticulously, devoid of biases, thanks to their psychometric and scientifically robust foundations.

Some examples of behavioural assessments are Holland’s occupational codes, Gardner’s multiple intelligences, The Big Five personality factors, Myers Briggs personality tests, etc. Let’s revisit the scenarios from the beginning, to understand the impact of behavioural assessments.

The impact of behavioural assessments

In Scenario 1, a behavioural assessment like the Holland code could have predicted challenges stemming from a mismatch between the team leader’s personality traits and managerial demands, thereby guiding promotion decisions more effectively. For instance, a combination of enterprising and investigative traits in the Holland code suggests assertiveness, persuasiveness, and problem-solving skills—an invaluable insight for promotion deliberations.

In Scenario 2, the success of the marketing campaign can be attributed to a strategic composition of team members based on their behavioural strengths, as exemplified by Gardner’s multiple intelligences. The logically intelligent strategist analysed the data accurately to arrive at an impactful campaign. The linguistically intelligent copywriter conveyed it through compelling content, and the spatially intelligent graphic designer created stunning visuals. Their skills synergized seamlessly, culminating in a successful campaign.

Advantages of behavioural assessments in hiring

1. Assess fitment more accurately

   While hiring, it is expected that the person will become an asset to the company in the long term. Only if the values and ethics align can the person blend in easily with the organisational culture to perform and grow. The person must also have the necessary competencies to perform the role. These fitments can be assessed more accurately through behavioural tests. Thus, this approach improves the ROI in hiring.

2. Predict future success

   Traditional hiring relied on standard tests and a gut feeling about future performance. Behavioural tests remove the guesswork from hiring through reliable insights about a person’s traits and future performance predictors, making career progression easier.

3. Make data-driven hiring decisions

   Experts in psychology, data science, behavioural science, recruitment, etc., come together to create behavioural assessments based on the analysis of vast data sets. Hence, a credible behavioural assessment can help recruiters arrive at more accurate hiring decisions. It also removes all biases, as decisions are backed by insights and reports. Such an approach creates diverse and better-performing teams.

4. Enhance employee engagement and development

   Insights from behavioural assessments help personalise employee engagement and development plans, augmenting employee retention initiatives. Further, sharing the insights with reporting managers gives them a deeper understanding of employee traits, strengths and weaknesses, facilitating effective membership and guidance.

   By incorporating behavioural assessments into hiring practices, companies can mitigate risk, avoid wrong hires, save time, cost and effort, enhance decision- making, and foster a culture of improvement and success. Customising these to suit specific roles will streamline talent management in its entirety.

Resources:

• shrm.org
• linkedin.com/pulse
• forbes.com
• indeed.com
• skillshub.com

Hybrid is the new norm in the evolving landscape of work, significantly shaping the future of talent acquisition and retention. Insights gained from studies by reputable industries underscore its impact.

• The best way to retain top tech talent is by providing a flexible or hybrid work environment – Deloitte study.
• 55% of employees said their tenure at their current organisation depended on whether or not they could work flexibly – Gartner research.
• A flexible or hybrid work policy can significantly impact hiring. Hence, recruitment teams will advocate for the implementation of flexible workplace policies – The LinkedIn Future of Recruiting 2024 report.

Embracing a hybrid recruitment strategy has become imperative in a highly competitive talent market. Consider some pros and cons –

Pros:

• Provides access to a larger, more diverse talent pool.
• Cost-effective measures.
• Easily scalable for high-volume hiring.
• Streamlines hiring processes enhancing efficiency, flexibility, and convenience.
• Improves the hiring experience of candidates, particularly catering to Gen Z expectations.
• Future-proofing against disruptions like the COVID-19 pandemic, blending traditional and modern hiring approaches.

Cons:

• The initial investment in technology/infrastructure can be high.
• Potential challenges with limited human interactions, leading to trust issues.
• Integrity concerns in online assessments, such as cheating.
• Technology related issues like AI biases, data privacy and security.

Introducing a hybrid strategy early in the hiring process is an effective method for demonstrating the value of the hybrid work model to candidates and aligning them with the intentions of the organisation.
Here are four ways to strengthen the hybrid recruitment strategy:

1. Craft a comprehensive hybrid hiring process:

   Segment each stage clearly into virtual and in-person modes to maintain a balanced hybrid approach, preventing candidate dropouts. During the crucial stages like interviews and onboarding, split virtual and in-person interactions to keep the candidate engagement going. Customise the process based on industry, geography, organisational size, hiring goals, etc. Tailor strategies for different roles, considering factors like intern hiring, leadership recruitment, and scalability for varying company sizes. The hybrid model has different benefits according to the size of the organisation. It works well for small businesses as cost-effectiveness is paramount. For midsize companies, it will help them remain competitive, whereas for large organisations, it’s about attracting talent and managing volumes.

2. Leverage technology, especially AI tools:

   According to the LinkedIn Future of Recruiting 2024 report, 41% of recruiters report improvement in overall productivity owing to the use of Gen AI tools. AI tools can be leveraged for enhanced productivity, such as improving job descriptions, automating screening processes, implementing online assessments with live proctoring, and personalised onboarding experiences.
   This technology can be utilised to assess the cultural fit of candidates for hybrid workplaces, bolster employer branding, and advance Diversity, Equity, and Inclusion (DEI) goals. Explore gamified, multimodal, and VR-based assessments, where real-life scenarios can be recreated to gauge candidates holistically- for specific sectors to ensure optimal candidate fits and effective scalability for high-volume hiring. With the use of this tool, organisations can also gain insights during the hiring process, which will help them plan career development, training, etc., much more effectively in order to aid employee retention.

3. Incorporate collaborative hiring:

   Live and interactive video interviews by multiple interviewers help incorporate effective collaborative hiring. This approach provides candidates insights into the work culture and facilitates interactions across various departments, enhancing the overall candidate experience and improving hiring decisions through diverse perspectives, while keeping the human angle intact.

4. Continuously evaluate and refine hybrid strategies:

   Developing a successful hybrid strategy may take some time, and would require periodical tracking, measuring and tweaking in order to arrive at an optimum process. Incorporate feedback mechanisms to gain insights into the issues, subtle inconveniences, areas of improvement, bottlenecks, etc. Utilise AI-backed insights and reports for data-driven decision-making, focusing on enhancing the candidate experience and optimising retention strategies.

In conclusion, a robust hybrid recruitment strategy is essential for attracting and retaining talent across organisations of all sizes. By implementing best practices and leveraging technological advancements, businesses can maximise the benefits of hybrid approaches while mitigating potential challenges effectively.

Resources:

• linkedin.com/pulse/
• linkedin.com/advice
• shiftbase.com
• hrlineup.com
• thedigitalworkplace.com
• gartner.com
• deloitte.com
• business.linkedin.com