The Future of Work in the Next 10 Years?

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The world of work is always changing. Every year, new technology, changing attitudes, and global events shape the way we work. But what will the next decade bring? Let’s dive into the future of work and see what predictions we’re hearing already for the next 10 years.

1. More Remote Work

One thing we’ve learnt recently is that many jobs can be done from home. Thanks to the internet and tools like video calls, many of us can work from anywhere. Regarding the future of work in the next 10 years, experts reckon that even more of us will be working from home or from other places, not just the office.

2. Learning all the Time

With new tech and tools coming out all the time, we’ll all need to keep learning. This means that ongoing training will be a big part of most jobs. So, get ready to be a student for life as the future of work changes.

3. Well-being at Work

People are understanding more and more that happy workers do better work. Companies will focus on making sure their staff are happy, healthy, and feel good at work. This could mean more breaks, better workspaces, or even things like yoga classes.

4. Green Jobs

As we all try to look after our planet better, there’ll be more jobs in green industries in the future of work. This could be things like making clean energy, designing eco-friendly products, or helping companies be greener.

5. Robots and People Working Together

Some people worry that robots will take all the jobs. But many experts think that robots will work alongside us. This means we might work with machines, using them to help us do our jobs better.

6. Flexibility will be Key

The 9-to-5 workday might become a thing of the past. More companies will let people choose when and where they work. This is great news for people who like to work at different times or in different places.

7. More Teamwork

In the future, many of us will work in teams more often. This means we’ll need to be good at working with other people, understanding their ideas, and sharing our own.

To Wrap Up

The future of work sounds exciting, right? There’ll be challenges, of course, but also loads of new opportunities. One thing is for sure – the world of work will keep changing, and we’ll all need to be ready to change with it.

Looking for more insights into the world of work? Keep an eye on our blogs and posts for the latest news and trends.

OUR FOCUS ON LONG-TERM PARTNERSHIPS

At re:find we have been in Executive Search for over 20 years. We believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

In addition, as a business, we understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. As part of this, we ensure that we take the time to understand your organisation’s culture and values, as well as the specific skills and experience needed for each role.

For more information on our executive search practice and our CCS framework please get in touch with our Managing Director, James Cumming.

Red Flags in Recruitment: How to Identify and Respond to Potential Issues During the Hiring Process

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Recruiting the right people for your team is essential. However, during the hiring process, you might come across some warning signs, or ‘red flags’, that suggest a candidate might not be a suitable fit. Recognising and addressing these red flags can save a lot of time, money, and potential issues down the line. In my blog, we will explore some of the most common red flags to look out for and how you can respond to them effectively.

1. The Importance of a Sound Recruitment Process

Before diving into the specifics, it’s worth noting why having a good recruitment process is so crucial. Every new hire represents not just a financial investment but also a potential addition to your company culture and the overall dynamic of your team. A mismatch can disrupt the workflow, affect team morale, and result in a waste of resources.

2. Common Red Flags During Recruitment

a. CV Inconsistencies: Always check for inconsistencies or gaps in employment on a CV. While it’s common to have short breaks, exceptionally long gaps might need further probing unless they are adequately explained.

b. Vague Responses: If a candidate is evasive or gives vague answers to direct questions, it’s a cause for concern. You want employees who are transparent and straightforward.

c. Lack of Preparation: A candidate who doesn’t know much about your company or the role they’re applying for might not be genuinely interested in the position.

d. Negative Talk About Previous Employers: Everyone might have had a job or boss they didn’t particularly like, but openly bad-mouthing them in an interview is unprofessional.

e. Frequent Job Hopping: While some movement between jobs can be a sign of ambition or seeking better opportunities, frequent job changes can indicate a lack of commitment or persistence.

3. How to Address These Red Flags

a. Open Communication: If something on a CV or in an interview doesn’t add up, ask about it. Sometimes there’s a valid explanation that might not be immediately apparent.

b. Reference Checks: Always check references. Past employers or colleagues can provide invaluable insights into the candidate’s work habits, strengths, and areas of improvement.

c. Trial Periods: Consider offering a short-term contract or probation period. This can allow both the company and the candidate to evaluate if it’s a good fit.

4. Using Technology to Aid Recruitment

In the digital age, there are numerous tools and platforms that can help identify potential red flags:

a. Background Check Platforms: Websites like ‘The Background Checker’ can provide a quick overview of a candidate’s past, including any potential legal issues. And of course, a Criminal Records Check if appropriate.

b. Social Media Screening: While it’s essential to respect privacy, a candidate’s public social media profiles can give an insight into their character and professionalism.

c. Video Interviews: Platforms like Zoom or Skype can be invaluable, especially if you’re recruiting remotely. They offer more personal interaction than a phone call.

5. The Balance Between Trust and Caution

While it’s crucial to be vigilant, it’s equally important not to become overly suspicious. Everyone can have an off day or a job they regret. The key is to find a balance between trusting your instincts and giving candidates a fair chance.

6. Conclusion

Recruitment is never an exact science. However, by being aware of potential red flags and having strategies in place to address them, you can significantly increase the chances of finding the perfect fit for your team.

Remember, it’s not just about qualifications and experience. Company culture, team dynamics, and personal attributes play a massive role in determining the right candidate. It’s always better to spend a little more time during the recruitment process than to rush and regret later.

OUR FOCUS ON LONG-TERM PARTNERSHIPS

At re:find we have been in Executive Search for over 20 years. We believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

In addition, as a business, we understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. As part of this, we ensure that we take the time to understand your organisation’s culture and values, as well as the specific skills and experience needed for each role.

For more information on our executive search practice and our CCS framework please get in touch with our Managing Director, James Cumming.

Candidate Experience: Why it matters and how to improve it.

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The job market’s competitive landscape has taken on a fresh dynamic in the UK. With businesses vying for the crème de la crème of talent, the recruitment process has been thrust into the spotlight. At the centre of this process is a term that’s creating quite the stir: candidate experience. So, why is this experience so crucial, and how can companies refine it?

Understanding Candidate Experience

Before diving into its importance, let’s define what we mean by ‘candidate experience’. It refers to the perceptions, feelings, and reactions a job seeker has about an employer, based on their interaction from job posting to the interview process and even post-application feedback.

Why Does Candidate Experience Matter?

  1. Branding and Reputation: In an age dominated by social media and online reviews, a candidate’s poor experience can quickly become a public relations nightmare. A business’s employer brand is often shaped by past candidates’ shared experiences.
  2. Attract and Retain Quality Talent: Candidates who experience a streamlined and respectful application process will likely view the company in a favourable light. This positive perception ensures that high-calibre talent is both attracted to and retained by your organisation.
  3. Economic Impacts: A prolonged and inefficient hiring process can be costly. Furthermore, vacancies can cause operational disruptions. Enhancing the candidate experience often means a quicker hiring turnaround.

Tips to Improve the Candidate Experience

  1. Transparent Communication: Keep candidates in the loop. Whether it’s about expected response times or the next steps in the application, clear communication can set their minds at ease.
  2. User-friendly Application Platforms: Nothing deters a potential candidate faster than a cumbersome application system. Ensure that your online platforms are intuitive, mobile-friendly, and efficient.
  3. Prompt Feedback: Candidates appreciate timely feedback, even if it’s negative. It shows respect for the time and effort they’ve invested in the application.
  4. Set Clear Expectations: From the job advert to the interview process, clarity about what’s expected helps candidates feel at ease and allows them to better showcase their strengths.
  5. Humanise the Process: Remember, candidates are humans, not just CVs. Whether it’s through personable emails or a friendly interview atmosphere, make them feel valued.
  6. Consistent Experience for All: Whether you’re hiring for an entry-level position or a top executive role, the process’s consistency ensures fairness and keeps biases at bay.

The Long Game

Improving the candidate experience isn’t just a one-off effort. It’s an ongoing strategy that evolves as the job market and candidate expectations change. Businesses should periodically review and tweak their recruitment processes to ensure they’re offering an experience that resonates with current job seekers.

In Conclusion

In the hustle and bustle of the UK’s competitive job market, the candidate experience is a game-changer. It’s more than just an HR trend; it’s the foundation for a robust recruitment strategy. By focusing on the candidate’s journey and experience, businesses can not only find the right fit faster but also promote a company culture that values each individual, right from the first interaction.

OUR FOCUS ON LONG-TERM PARTNERSHIPS

At re:find we have been in Executive Search for over 20 years. We believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

In addition, as a business, we understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. As part of this, we ensure that we take the time to understand your organisation’s culture and values, as well as the specific skills and experience needed for each role.

For more information on our executive search practice and our CCS framework please get in touch with our Managing Director, James Cumming.

AI in HR: is this the end for HR?

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In today’s rapidly evolving digital landscape, artificial intelligence (AI) has emerged as a game-changer in numerous industries. It is revolutionising the way we work, communicate, and make decisions. AI in HR is making significant strides and transforming traditional HR practices. It’s paving the way for a more efficient and data-driven approach to managing talent.

Gone are the days when HR departments were bogged down by paperwork, manual processes, and repetitive administrative tasks. With the advent of AI, HR professionals now have powerful tools at their disposal. This allows them to streamline operations, enhance productivity, and make more informed decisions.

AI does have the potential to impact certain job roles within the HR field. As AI technologies advance, there is a possibility of automation replacing repetitive and administrative tasks traditionally performed by HR professionals. This could include tasks such as screening CVs, data entry, scheduling interviews, and answering routine employee inquiries.

However, it’s important to note that AI is more likely to augment HR roles rather than completely replace them. While AI can automate certain tasks, there are critical aspects of HR that require human skills and judgment. This includes employee relations, strategic decision-making, managing complex interpersonal dynamics, and understanding the nuances of human behaviour and emotions.

Here are some of the areas of HR that can be improved with the use of AI.

Talent Acquisition

AI can automate and optimise the recruitment process by using machine learning algorithms to analyse CVs, screen candidates, and identify the best fit for a position. AI-powered chatbots can engage with candidates, answer their queries, and schedule interviews, providing a more efficient and engaging candidate experience.

Employee Onboarding

AI can assist in the onboarding process by providing personalised training programmes, onboarding materials, and interactive modules to help new employees quickly familiarise themselves with company policies, procedures, and culture.

Employee Engagement

 Chatbots or virtual assistants powered by AI can act as a resource for employees, providing quick access to information about company policies, benefits, and HR-related inquiries. AI can also analyse employee sentiment through surveys, feedback forms, or even facial recognition to assess engagement levels and proactively identify areas that need attention.

Performance Management

AI can facilitate performance evaluations by analysing various data points such as employee feedback, project outcomes, and individual metrics. This analysis can provide managers with insights and recommendations for effective performance management and personalised development plans.

Training and Development

AI can personalise employee training and development programmes based on individual needs and learning styles. It can recommend relevant courses, resources, and learning paths, thereby enhancing the learning experience, and fostering continuous growth.

HR Analytics

AI can analyse large volumes of HR data, such as employee demographics, performance data, and attrition rates, to identify patterns, correlations, and predictive insights. This information can help HR professionals make data-driven decisions related to workforce planning, talent retention, succession planning, and diversity and inclusion initiatives.

Employee Wellbeing

Monitoring employee wellbeing can be assisted by AI, by analysing data from wearable devices or sentiment analysis of communication channels. It can identify signs of stress, burnout, or other mental health concerns, allowing HR to intervene and provide the necessary support.

Compliance and Risk Management

AI can assist HR in ensuring compliance with relevant laws and regulations by analysing policies, documents, and contracts to identify potential risks, discrepancies, or non-compliance issues.

Instead of viewing AI as a threat, HR professionals can embrace it as a tool to enhance their efficiency and effectiveness. By offloading repetitive tasks to AI systems, HR professionals can focus more on strategic initiatives, employee development, fostering company culture, and addressing complex people-related challenges.

Additionally, the introduction of AI in HR can create new job opportunities. Organisations may require HR professionals with skills in managing AI systems, analysing AI-generated insights, and ensuring the ethical and responsible use of AI technologies. HR roles may evolve to emphasize human-centric skills, such as empathy, emotional intelligence, and relationship-building, which are vital in understanding and addressing the needs of employees.

It’s important to note that while AI can automate and enhance many HR processes, it should complement human judgment and ethical considerations. The human touch remains essential for empathy, complex decision-making, and building strong relationships within an organisation.

OUR FOCUS ON LONG-TERM PARTNERSHIPS

At re:find we believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

We understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. We take the time to understand your organisation’s culture and values, as well as the specific skills and experience needed for each role.

For more information on re:find please get in contact with our Managing Director, James Cumming.

Change management in public sector organisations: how to succeed

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Change management in public sector organisations refers to the process of implementing and managing changes within governmental agencies, departments, and other public entities. It involves planning, coordinating, and guiding the transition from existing practices to new ones, in order to improve efficiency, service delivery, and overall effectiveness.

Whilst change management principles are similar across both public and private sectors, there are some key differences in how they are applied in public sector organisations, because of the nature of the public sector.

Stakeholder Engagement

Public sector organisations typically have a broader range of stakeholders compared to private organisations, due to the fact they have a wider public interest. These stakeholders include citizens, elected officials, community groups, and interest organisations. Change management in the public sector emphasises the need for extensive stakeholder engagement and consultation to ensure transparency, accountability, and democratic decision-making. Without extensive stakeholder engagement, you can face a whole host of problems including:

  • Lack of transparency
  • Resistance
  • Unforeseen challenges
  • Legal issues
  • Ethical issues

Regulatory Framework

Public sector organisations operate within a framework of legislation, policies, and regulations that guide their operations. Change management in the public sector must take into account these regulatory requirements and ensure compliance throughout the change process. This may involve conducting legal reviews, obtaining approvals from regulatory bodies, and adhering to public procurement procedures.

Without following these, they are open to legal repercussions, operational disruptions and financial implications and finally, damage their reputation.

Political Considerations

Public sector organisations are susceptible to political influences and the decisions of elected officials. Change management in the public sector often necessitates navigating political dynamics, fostering agreement among diverse stakeholders, and overseeing the potential impact of shifting political priorities on the suggested changes. This introduces an additional level of complexity to the change management process.

This requires political sensitivity – staying informed about the political landscape and using an evidence-based approach to counter political pressures. You need to be truly flexible to political environments, that can be unpredictable.

Public Accountability

Public sector organisations are accountable to the public they serve. Change management emphasises the need for transparency, public involvement, and effective communication throughout the change process. Public sector organisations often have to justify the need for change, demonstrate the expected benefits, and address concerns raised by the public.

This is a clear difference between the private sector, which is accountable to its shareholders, employees, customers, and other stakeholders. They have a responsibility to operate ethically, comply with relevant laws and regulations, and provide accurate and transparent financial reporting. Private organisations may have their own governance structures, such as boards of directors or executive committees, that ensure accountability and oversight, but not the public.

Long-Term Sustainability

Public sector organisations typically have a long-term perspective and aim to create sustainable change. Change management in the public sector often involves strategic planning, capacity building, and creating a culture of continuous improvement to ensure that changes are embedded and sustained over time.

There are many differences between public and private sector change programmes, which need to be considered to ensure its success. As with all change programmes strong stakeholder engagement, clear and timely communication and employee involvement and support are crucial.

OUR FOCUS ON LONG-TERM PARTNERSHIPS

At re:find we believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

We understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. We take the time to understand your organisation’s culture and values, as well as the specific skills and experience needed for each role.

For more information on re:find please get in contact with our Managing Director, James Cumming.

The hidden cost of a bad hire in retail and how executive search firms can help you avoid them

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As a Chief HR Officer, you know that hiring the right talent is critical to the success of your organisation and the cost of a bad hire in retail can be substantial. In the retail sector, finding top talent can be particularly challenging, given the competition for skilled workers and the ever-changing demands of the industry.

However, making a bad hire can be costly, both financially and in terms of the impact on team morale and productivity. In fact, according to research, the cost of a bad hire can be as expensive as between 50% to 200% of the employee’s annual salary.

The impact on team morale and productivity

The cost of a bad hire in retail can have a significant impact on team morale and productivity. A study by Harvard Business School found that a toxic employee can cost a company more than $12,000 in lost productivity. This includes the time and resources spent managing the employee’s behaviour, as well as the impact on other team members.

The impact on customer satisfaction

In retail, customer satisfaction is critical to the success of the business. A bad hire can have a negative impact on customer satisfaction, leading to lost sales and damage to the organization’s reputation. A study by SHRM found that 95% of organizations reported that bad hires have a direct impact on their customer satisfaction.

The cost of replacing an employee

Replacing an employee can be expensive. This includes costs such as recruitment fees, training, and lost productivity. In retail, where turnover rates are high, the cost of replacing an employees can quickly add up.

The solution

Therefore, it’s crucial for retail companies to invest in a robust and effective recruitment process to ensure they hire the right person for senior-level positions. This includes thoroughly evaluating candidates’ skills and experience, conducting thorough reference checks, and involving multiple stakeholders in the hiring decision. The cost of a bad hire can be significant, and taking the time to make the right decision can save a company a lot of money and potential damage to its reputation.

One of the most significant advantages of working with an executive search firm is their access to a wider talent pool. Executive search firms have extensive networks and resources to find the right candidates for your organization, including passive candidates who may not be actively looking for new opportunities.

Our focus on long-term partnerships

At re:find we believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

We understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. We take the time to understand your organization’s culture and values, as well as the specific skills and experience needed for each role.

For more information please get in contact with our Managing Director, James Cumming.

3 ways recruitment agencies can develop diverse candidate pipelines for companies in 2022

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How do we develop diverse candidate pipelines for companies in 2022? Over the last 18 months, the topic of diversity, equity and inclusion has shifted the workplace. Following the death of George Floyd, discussions around talent acquisition, recruitment, and retention have challenged companies across all industries to ask questions around the cultures that have been built in the workplace. With underrepresented groups leaving companies in droves following on from his murder that year, between May and September of 2020, we witnessed these same groups being headhunted for diversity, equity, and inclusion job opportunities. Indeed, the worldwide employment website said that diversity and inclusion job postings rose by an astonishing 123%.

With organisations now implementing talent strategies to increase diverse representation across businesses, what can recruitment agencies and external suppliers that work with companies do to develop diverse candidate pipelines? Here are three recommendations to consider.

Your focus is on speed and not enough on quality

We get it. You receive a brief and the client provides you with a turnaround date of yesterday. You’re known for being able to deliver either on or before time. But you want your candidate pipelines to be more diverse of the market that is out there. Filling the role with similar talent is an assured safety measure that the client will be satisfied with. Its predicted success.You do not have to trade speed for diversity, but you will need to create time to develop new pathways to deliver a quality filled diversified pipeline.

Create time to expand and diversify your search profiles

Based on the sector you work in you probably have ‘ideal’ candidate profiles that fit the roles you fill. And while that is great, what does that mean for underrepresented groups that do not fit or fill these profiles? Because there is no ‘one’ ideal candidate, rather than referring to the one or two that come to mind when filling roles, why not take the time to create 2-3 more? Yes, the short-term investment is that it will take a few days to create and develop a selection of diverse profiles, but ultimately developing this step will provide long term quality and success for your clients in the long run.

Build diverse pipelines by building new relationships

This could become a part of your business development strategy. Within our day-to-day work, we make the time to network with existing relationships we have with clients, and we even make the time to get to know successful candidates that have been hired. But what can we do to begin building meaningful connections with diverse candidates? Get out of your comfort zone! Explore new online communities, sign up to online discussions, career fairs and external industry events that garner diverse talent. Not only will you get to know meet new talent, but you’ll also be able to gather intel that clients will appreciate.

Recruitment agencies may not work as seamlessly or consistently with company recruiters, hiring managers and talent partners as they would like. But, as industry leaders across respective sectors, accountability and external insight into the candidate market gives you, the supplier, the consent to enhance and add value to your clients when delivering your services.

To discuss further, please get in contact with our Managing Director, James Cumming.

What makes a great HR professional?

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HR is always evolving, as is the importance of the function in business. I have worked in the HR industry for over 15 years and still see many of the same topics discussed over and over.

Has anything changed? Here is my take on what makes a great HR professional.

What qualities should an HR professional have?

Develops trust

This quality is probably the most important one that any great professional needs, more so in HR than other functions. The HRD should be a confidant to the CEO and other business leaders, people will only open up to someone they can trust.

The easiest way to alienate an employee population is to create a ‘say do gap’. For HR to be effective, you need to role model the behaviours of the business and the best way to do this is to be consistent and authentic.

Although there is lots of talk that HR should be more strategic, I think the most effective HR practitioners are able to roll their sleeves up too and to really get to know what is going on in the business.


Known as a problem solver

As an HR professional, you will be responsible for solving problems and issues. I hear many stories of people continuously dealing with the same stuff in a reactive fashion… and guess what? That isn’t the best use of time or resources, and it doesn’t demonstrate commercial thinking.  

Once a problem has been identified it is important to get to the root cause of the issue – there are many great books on RCA. The important steps are finding data to back up what is going on and then providing a workable solution.

The role of HR has moved on and can’t only work in coaching/facilitation mode. The best HR professionals I know have an innovative mindset and provide multiple scenarios, solutions, and options to problems.


Knowledgeable

Like any profession you need to have the relevant subject matter knowledge (in this case HR) – for me, this should be a given. HR needs to have a broader understanding of business drivers, and an ability to consider external factors. Things like competitors and the future direction of the sector and bringing ideas into the business from peers or thought leaders.

An easy way to develop this in HR is to read business books (or blogs, vlogs, audiobooks) and to become up to speed with modern concepts such as ‘Netflix – no rules’, OKRs, agile performance management etc. It doesn’t mean that all of these will be suitable or relevant to your business, but business leaders will be up to speed with the concepts and in HR you should have a view.


Understands the business

If you can answer YES to these questions, then it might suggest that you are a commercial HR leader:

  • Could you stand in for the CEO/MD or Operational leader at their next weekly/monthly stand-up or board meeting and give an update on business performance?
  • Could you meet potential clients/investors, give them a thorough understanding of the business, and sell the benefits of your organisation?
  • Do you understand the key drivers of your business and how it drives growth?

Please let me know in the comments section if you think anything else is relevant? I’d be interested to get other views.


James Cumming is our MD and leads our HR practice. He has recruited senior HR professionals for over 15 years and has experience in finding niche HR talent. Connect with him on LinkedIn here.

If you would like to find out more about re:find and how we can support you and your business, then please get in touch.

Employee onboarding – warm welcome or completely clueless?

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We know how important onboarding is for our candidates. The wrong experience can have a hugely detrimental effect on a new starter. The process ensures new employees receive all relevant information and understand how the company works and what is expected of them. This information allows them to transition from a new joiner to a productive team member, and so is a vital process within any organisation. 

So how does it change in a fully remote working world?

Really, it shouldn’t affect the fundamentals:

  • New equipment
  • Communication
  • 121s
  • Introduction to the team
  • Training and coaching

But it does mean being organised and ensuring that everything is prepared way ahead of the new team member starting. Equipment needs to be ordered and sent to their home address, an introduction to the business, the team and regular 121s need to be diarised and the induction needs to be planned out and communicated clearly.

It’s not just about the new starter

It’s not just about the new joiner either, your onboarding process can affect existing team members who will register the way a new employee is treated.

Onboarding begins before the new team member starts – both internally and externally. Calling the new employee is clearly important to let them know the basics, but also letting the existing team members know what is happening.

Returning to work onboarding

My wife, Gemma, wrote a blog about onboarding, with a difference – the importance of onboarding returning maternity leavers. “Yes, they’ve always been employed and aren’t “new’, but when I returned to work after 10 months out, a lot had changed, and I mean a lot. It was almost like returning to a new business. This, coupled with the fear of returning to work, was surely a recipe for disaster.”

Some key points are addressed about being introduced back into the company/role after a substantial period away, including new technology, new faces and new structure. You can read the full blog here.

In any capacity, onboarding is important to your business – it makes for happy employees and better business efficiency, as it gets employees up to speed quickly.

To have a chat about your experiences with onboarding or returning to work you can contact me on carl@refind.co.uk.

You can view more about Carl Hinett our Executive search of HR professional’s specialist here.