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Virtual at first glance: This is how employees are recruited for high-tech companies today

The corona has led to a series of significant changes in high-tech companies, the main one being the remote absorption of employees who have never been in the organization.

From simulations to zoom jokes, this is how "onboarding" is done

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David Rosenthal

Monday, 14 September 2020, 00:21

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Recruiting new employees in the workplace has never been a simple thing.

Along with the personal excitement of the person who finds himself in a new environment, there are also challenges that are of immense importance to both the employer and the new employee: the professional challenge and the social challenge.

From a professional point of view, it is understandable that a worker in a new place must learn to recognize and adapt to a different way of working and method of work from the one he knew, even if he comes from a workplace that is similar to the new place.

Alongside this, and what is often revealed in workplaces as equally important, is the social challenge.

Employers have realized in recent years that professional success will always be accompanied by a comfortable and pleasant social environment and a circle of co-workers who know how to support the difficult moments.

The corona has led to a series of changes in the world of work that require new coping and adaptation on the part of employers and employees.

Among the many problems that arose, one was particularly difficult to find - how do you pick up an employee who was accepted in remote interviews, never came to the company's offices and all this while the entire company works from home and other employees cannot be met?

All of these make the task challenging for employers trying to find creative solutions.

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Choosing an Online Worker - Not a Simple Story

"The challenge of recruiting new employees and absorbing them into the company without going through the office is huge and stems mainly from the fact that unlike veteran employees, who have already established previous relationships to deal with social difficulties and distance, new employees need to build them virtually and from scratch," says Meital Sandor. Of Chegg Israel, which develops learning services for students around the world.

High-tech companies are already

tackling the

problem in a number of ways, as Sandor says: "In order to facilitate the absorption process, we tried to simulate the meeting environment in informal rooms and put them in the living room at home. Of the offices as a background in zoom, we held a remote orientation day and practiced the entire onboarding system for remote work: from receiving the first email, through activities to get to know the veteran employees to integrating into the company in a way that would make the atmosphere it lacks accessible.

We have created for the new employees a kind of "virtual tour" in which with the click of a button, he can experience through videos the offices, the culture and in short - the workplace.

In addition, we also accompany the employees by an escort, known as a "professional buddy" and we have also added a "social buddy" who is there to mediate things like internal jokes and the spirit of society ".

Build relationships remotely - and from scratch.

Meital Sandor (Photo: Micha Loveton)

Fabric develops technology based on software, robotics and artificial intelligence that enables retailers to set up a network of small, automated logistics facilities close to their customers.

"The new reality has caused a great deal of interest on the part of various companies in accelerating significant business processes, so the company has found itself accelerating its recruitment program significantly, recruiting about 50 new staff members in Tel Aviv and the United States during this period," says Inbal Kedar-Lahav, VP Fabric's Human Resources.

The onboarding process has undergone significant changes that are re-examined each month to be accurate and tailored to changing needs. The most significant change was made on New Joiners' Orientation Day which became a global, online and reality-oriented orientation week. The understanding was that new entrants have a broad understanding of the organization. In each field and how it all plays together in one orchestra.Our goal was on the one hand to provide a business and organizational solution for a deep understanding of each discipline and acquaintance with the managers leading each field.On the other hand, we wanted to create a group, a kind of community that will continue to live after that week. Beyond their organic team. "

Kedar-Lahav also talks about less official measures created to address the absorption of employees: "During the week we weaved informal activities aimed at getting to know the group members and the cultural experience in the company. Members of the Israeli team were invited to breakfast on the balcony of the company's offices in Tel Aviv. In Israel the newcomers to a sumptuous breakfast where they were given the opportunity to meet the group members through funny and surprising stories of each other.

In addition, we conducted an online activity called playdate, the purpose of which was to get to know all the new entrants on a global level.

The goal through an entertaining association game, to get to know the team members.

The game drew a lot of laughs and created a good shared experience.

"In a survey we conducted at the end of the week along with the warm responses received while testifying that it was indeed a relevant response to an existing and kicking need. I am convinced that the issue of how to connect new entrants to action, our culture, the face behind action and who we continue to accompany us in various ways." -blade.

Informal activities during the week.

Kedar Lahav (Photo: Tamir Davidov)

The Bizzabo startup, which develops technology for conferences and large events, has hired more than 20 employees who have never been to an office in Tel Aviv, including employees who are not from Israel.

"The Corona has allowed us to move to global recruitment of people working from abroad up to two hours away from Israel time, which expands our basket of candidates for the various positions," says Boaz Katz, co-founder and VP of data.

In addition, the company immediately realized that adjustments were needed to produce appropriate absorption for employees: "Every new employee has a mentor from the company who is in close contact with him during the overlap process. On the first day of work, employees have half-hour online coffee breaks with as many employees as possible." "Even without the physical meeting."

"Before the first day, we schedule digital meetings for the employee with all the people who will work with him, to give a sense of belonging from the first moment," says Chen Gutter, VP of marketing at LUSHA startup, which develops software products that access data to improve marketing, sales and recruitment in B2B companies. "One of the things we started doing recently is a monthly meeting for all the new employees with a representative from each department in the company, in order to introduce them to the wider work, which they probably did not encounter from home." Gutter also talks about the importance of social absorption: " "The employees' sense of belonging to the company, the weekly Happy Hour meeting was also adapted to the Corona period and is held in Zoom and includes joint social activities such as group games or Pilates in preparation.

Before the first day a digital meeting is scheduled with the entire team.

Boaz Katz (Photo: Bizzabo)

"The company has been working fully from home since March," says Yael Nadav, VP of Human Resources at AIG Insurance Company, "when, in accordance with AIG's global guidelines, all the company's offices around the world are closed.

However, in order to continue to provide a solution to the company's customers and support the business activity, we continued to recruit, absorb and train many employees during this period.

The main challenge was how remote devices work in service and sales skills that to this day have been taught in groups by instructors in classrooms. Our training department has done an amazing job and in a short time converted all our in-house training and online courses to distance learning courses. This means all course representatives undergo professional training. , Each from his home, and when an instructor explains to them step by step everything: computer systems, what insurance is and how to have a conversation with customers.

"We also allowed new representatives to listen to the conversations of the old representatives through our recording system, in the same way the new representatives could watch the movements Which the veteran representative does on his computer screen.

Alternatively, a veteran representative or manager who listened to a new representative could take over the representative on the computer and thus write comments to him and even direct him to the required places in our system, without interfering at all with the call and service the customer receives. "

Yael Nadav (Photo: Sivan Farage)

Nadav continues: "Another significant challenge in hiring employees remotely is how to create a connection with the company for the employee, including introducing the importance of the job and responsibility, all without the employee walking through the corridors of the company offices. The solutions we found to help bridge this gap are many Individual conversations with the course instructors in order to perform frequent "pulse tests" and provide an immediate solution to problems that arise. In addition, there is a forum of veteran representatives who enter during the training and tell about the nature of work and staff. We also understood at the administrative level that each employee's home became the office. "This routine for working in home conditions, we distributed to all employees, old and new, a 'corona kit' when each employee, according to his needs, chose what equipment was required for him and he was sent directly to his home."

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