June 5, 2020 6 minutes read Opinions revealed by Entrepreneur contributors are their own.

Is it simply me, or is it a bit weird to watch a film and see strangers shaking hands when they fulfill? It will be a long period of time before that basic gesture will be a predicted part of task interviews again. The international health crisis introduced an age of contactless hiring. While large tech business might have mastered virtual interviews and training over the last decade, numerous smaller sized business are now facing this brand-new reality. Here are some general pointers that companies of any size can use to enhance their contactless hiring and onboarding processes. 1. Make video interviews one click As every market puts in-person job interviews on hold and rotates to video, many companies are overlooking the KISS principle. Some business are forcing interviewees to utilize complex video chat apps that often involve either downloading a brand-new app or program to their gadgets. While this might be great for interviewing prospects for a tech-savvy position, it can be an inconvenience for numerous others who may not have the right device or ability with

review your video interviewing technique prior to beginning.

Related: Hiring Remote

Workers? Here’s What to Consider First. 2. Have a method to send out, get, and shop virtual files

For years, people have been saying we’re headed toward paperless workplaces and this crisis might be what lastly presses us into that truth. With virtual hiring, candidates will need to receive and return signed documents several times. Sure, you can email them a PDF to print out and sign and scan and email back … but there are much better methods of doing it.

A basic way to get virtual documentation done is to create editable PDFs that both you and your new hires can fill in with numerous PDF readers, even on their mobile phone ( which are free on their end). This way, there is no printing and rescanning involved. As soon as you get these kinds, conserve them in virtual folders for each employee and constantly, always develop a backup that resides on a safe and secure cloud server. A lot of times, crucial employee files have been lost due to a single drive failure.

A more robust method is to use a working with platform that enables you to electronically send out and handle all your offer letters, HR docs, W-2 or W-4 documents, etc. This is a more hands-off approach considering that much is automated, leaving less room for human error.

Related: Why Remote Work Can Help Bridge the Hiring Gap, Specifically for …

3. Use training videos to onboard

Virtual onboarding is all about producing and distributing good training videos to your new employees. And yes, they work. A study showed that videos were more reliable than checking out materials for training and refreshing/reinforcing functions. While there is no replacement for in-person, hands-on training; training videos are typically the next finest thing.

Developing quality training videos could be an entire (e)book in of itself. There are a lot of aspects that make videos in fact instructional and engaging, instead of boring new hires. But there are a few crucial basic aspects to know:

  • Keep them brief and to the point. In the research study linked above, videos under 15 minutes were suggested. 5-10 minutes is the sweet spot. You ‘d be amazed simply just how much details you can load into a five minute video if the video is well thought-out.

  • Keep it interactive. The more literally engaging the onboarding procedure can be, the better. Perhaps you don’t have the capability to develop interactive videos at the minute. At the very least, having a live virtual meeting to discuss training modules with other coworkers can supply much required interaction.

  • Keep them liable. For best training, and not to point out legal reasons, it is very important to keep hires responsible to complete their onboarding. Post-video tests and signed statements of training completion are a must. If your platform prevents videos from being skipped forward, utilize this alternative.

4. Develop communication and a sense of team rapidly

When you can’t physically meet your manager or teammates, starting a new job at a brand-new company can feel isolating. It prevails for remote employees not to “purchase in” to company spirit and culture due to this perceived disconnect. This isn’t simply some fluffy issue. An absence of loyalty can make your turnover rate skyrocket unless you put in steps to make people seem like they belong to the team.

Establish open communications with brand-new hires right now. This can be a Slack channel throughout the work day, to holding “office hours” if they have any questions for you as they start. Telling them “hey, I’ll be available during Friday lunch if you want to do a quick video call about anything,” can go a long way toward establishing trust and comeradery.

For group bonding, casual video hangouts at the end of the week can be beneficial depending on the sort of business culture you want to establish. Or, consider sending “welcome boxes” with some physical business merch when they come onboard. Companies today are getting creative by sending out dinner packages and cooking together, or sending out mixology packages and learning to make mixed drinks together.

The more you can make the virtual feel not as virtual, the more these new onboarded staff members can become a trusted part of your team.

Related: These 50 Business Are Growing and Working With Remotely Right Now

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Article curated by RJ Shara from Source. RJ Shara is a Bay Area Radio Host (Radio Jockey) who talks about the startup ecosystem – entrepreneurs, investments, policies and more on her show The Silicon Dreams. The show streams on Radio Zindagi 1170AM on Mondays from 3.30 PM to 4 PM.