In the midst of the COVID-19 crisis, some companies are dramatically changing their human resource practices to reflect the inability for personal contact. Those firms often turn to virtual hiring and onboarding  practices. And from a potential employee’s perspective, even in this work environment, they want to understand whether they will be in a job or a career.

Note: For those unfamiliar with the concept of onboarding, we look to Exact Hire. Onboarding is also known as organizational socialization. It refers to the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors to become effective organizational members and insiders. Also, look at the following chart from HR Technologist.

Virtual Hiring and Onboarding


The Move to Virtual Hiring and Onboarding

For a good sense of virtual hiring and onboarding, we refer to the Wall Street Journal. As reported by Kathryn Dill: 

“Bringing new employees onstream virtually may be easier for companies that already have remote workers and offices in different time zones.Than for firms with geographically concentrated staff. For example, Kevin Bandy was supposed to have for an interview for a job at Atlanta-based software firm Calendly. But instead, he did the interview online. Including a technical segment requiring collaboration among developers.  Usually done in person. ‘Some people interviewing me actually resided in Europe. I didn’t even realize that,”


“Offices remain closed to prevent the spread of the coronavirus. As furloughs and layoffs continue. Employees fortunate enough to start new jobs dive in. Usually alongside colleagues they haven’t met in person. Human-resources departments and managers enlist virtual coffee dates, In addition to Zoom sessions and other ways to integrate new employees into the workflow of offices they have never visited.”

To read more from Dill, click the image.

Virtual Hiring and Onboarding


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