In the previous episode, we touched upon pre-hiring topics. On the contrary, this episode will address the post-hire concerns: workplace culture and virtual onboarding. Have fun watching the video below! Don’t forget you have a copy attached also, so you can read it whenever you feel like.
Hi there! I hope you’re doing ok, friend. Today we’ll be talking about how to build the culture you want, and also about onboarding… while remote. Ready, steady, go! Welcome back to the Tea on Recruiting, where we share insightful and thought-provoking content that can help you shape your recruiting career!
Let’s check out the first article I picked.
Workplace culture is a widely-discussed theme. We’ve read a Kedma Ough article on the three main steps to building the one you want.
Step number one is Train for unicorn employees! While we know that recruiting star performers is vital, you should always do your best to train your current talent & elevate their abilities. The areas to focus on?
Point number two: Reassess and then reaffirm your corporate values. Your company values should be clear to everyone and applied every single day. Incorporate these values in daily circumstances to make sure that behavior and values won’t diverge.
Three: Aligning to different communication styles. Lots of personality-assessment methods out there… But you shouldn’t just use them to select talent. They’re also useful when it comes to engaging with your employees and helping them grow their interpersonal skills, too.
Now, onto our second piece of content.
Give me a W give me an F give me an H! WFH team!!! Should I quit my job and become a cheerleader? Probably not today…
Work from home is a reality that’s touched almost all of us, and with it come new challenges. We’ve read 8 Steps to Creating a Virtual Employee Onboarding Program. What did we learn?
You know it! You can’t mistreat your candidates and expect their reviews on your Glassdoor page to be all sunshine and roses. Puzzling and sad are words I’d use to describe the review I’ve dug out for you today.
Shoutout to a company I won’t name. Having a face-to-face interview with you resulted in a terrible experience. Their feeling is that one should either have worked for a specific big-deal tech company of your preference or belong to a specific ethnicity to get to work for you. Not only are you wildly limiting your options in terms of previous employers but… Any form of discrimination is so 1921! On top of that, no technical questions were asked at all – only STAR behavioral interview queries.
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