Recruiting and onboarding graduates from home

While recruiting graduates from home might not be the preferred option for some, it is perfectly possible to work very successfully in this way. Many graduates are currently searching for and applying to their first roles. It is easy to see how the paper sift can be undertaken from anywhere.

Interviewing graduates from home

Interviewing remotely may not feel as comfortable for all initially but it is very achievable. Having good but simple processes in place and the right technologies to support the effort is helpful in ensuring that this can work as productively as possible. The current time also presents a great opportunity to think about how recruitment and onboarding will work going forward. This can help future-proof your approach.

We carried out research into graduates and their use of technology which provides some interesting insights. Video interviewing is comfortable for the younger generations. They have learned to build a personal brand as a part of sharpening their digital communication skills. The digital natives, Generation Z, have been leading the way in this. They expect it. In fact, Generation Z has only increased their use of digital communication by 11% during the Covid-19 lockdown. On the other hand, Baby Boomers have increased theirs by 78%. 60% of younger workers are also proving to be more productive in isolation, which is higher than the average UK worker. Reverse mentoring can be helpful in getting more senior, less-technologically astute employees up to speed with the newer technologies if needed.

A wide range of tools are available to recruiters, providing the capability to interview candidates from home. These include Zoom, GoToMeeting, WhatsApp, Google Meet and Skype, to name but a few. All of these provide the option of video calling to enable the interviewer to get a good overall sense of the candidate.

Group interviews using video conferencing tools are trickier as there can be practical challenges faced with people talking over one another, among other issues. A planned and coordinated approach between interviewers can overcome these sorts of problems.

Tips for Employers

• We have our own video interviewing tool where you can interview candidates fast and efficiently – to find out more click here
• Use digital tools to make the interviewing process more streamlined – such as sharing interview recordings with other colleagues
• If you are holding group interviews, plan them carefully beforehand to try and avoid people talking over each other
• Another good option is getting candidates to complete pre-recorded interviews. This can be done by giving them questions to answer on video. We offer this capability with our video interviewing tool

Onboarding graduates from home

Onboarding graduates can also be very efficient when undertaken remotely. Making sure that new employees feel welcome (even if you are not able to welcome them into a physical office) helps people to feel engaged and part of the company. Making graduates feel welcome is important in making the right impression and retaining them in the longer term. It provides a feel of the organisational culture and helps the graduate to get started out on the best foot in their first career move.

The onboarding process starts the second that the graduate accepts the job, and it continues for at least 12 months after they have been working at the company. The onboarding plan should cover this whole timespan. It needs to include everything from sending out the initial offer and paperwork, getting the graduate up and running on systems and email, making them feel welcome on their first day, having a well-structured training plan, and assigning them with a buddy or a mentor or both.

Being organised in advance is also helpful in making a good first impression with a new graduate. You should ensure that any equipment they may need to do the job is sent in good time prior to their first day so that they receive it beforehand. This gives them time to prepare. Sending them a Welcome Pack, either virtually or in the post is useful in passing on information that a new employee needs to know about the company. Making this specific to graduates can be helpful as it shows an understanding of the transition that they are making.

On the first day make sure someone is on hand to help with technical issues relating to getting started. Also, make sure that the graduate has a schedule with training blocks organised as needed, to help them get up and running. You should have a welcome call with them in the morning, and a catch-up, both via video to see how things are going. You could also set up virtual meetings with fellow colleagues so that they can quickly meet other employees. This will give them the feeling of being supported.

Tips for Employers

• Get all administrative paperwork out promptly and accurately, to help graduates feel confident about their decision and to avoid them getting cold feet
• Ensure you are organised with your onboarding processes, such as your equipment, training and support. This gets new graduates off to a good start on their first day, with a positive image of the company early on
• Pair up new graduates with a graduate who has been at the company for a year or two, so that they have someone to ask questions to, outside of line management
• Assign them a project that they can work on with another team member – something to get their teeth into, which will help them see the opportunities for learning and growth. Do this really early on, ideally in the first week
• Look at opportunities where they can bond with their team online, such as team meetings or setting up a more informal meeting like a quiz – this will give them a sense of how they fit within the team
• Provide graduates with a mentor who they can discuss self-development opportunities with – career development is an important factor in retention