Remote leader recruitment. Effective execution of onboarding.

Remote leader recruitment. Effective execution of onboarding.

Imagine that the remote recruitment was successful. As of next week, you have a new leader on board. You hired her/him to lead the transformation before the crisis began. But now she/he joins remotely after a successful recruitment process and inherits a remote team. Her/his short-term urgent priorities are very different from what they seemed to be before the Covid-19 pandemic. How can you make her/his onboarding productive as her/his manager? What can you do to support her and make her a success rather than a failure

Be crystal clear about short-term goals.

Like any leader in transition, he or she must learn quickly how to create value, and this is even more important in times of crisis. In particular, make sure the candidate's role and goals are clear from the start. For example, if you were recruiting online to find someone specifically to help with crisis management - let them know that this will include downsizing. But if you hired someone before the crisis, as in the case of a new supply chain leader, they need to understand their role at a much faster pace. Continuing with this example, make it clear in the onboarding process what aspects of the original role are a priority and what has changed due to the need to deal with immediate disruptions - preferably before the new leader starts.

Ensure a structured learning process.

To accelerate the learning process in a virtual context, you need to provide information in a more structured manner. This requires paying more attention to what you put in your initial "document dump": organizational charts, financial statements, strategic and project documentation, and an up-to-date crisis response plan. In a recent Savannah Group survey of 200 senior managers, 95% said that having access to this information made them more effective in the first few weeks, especially if the organization asked them in advance what would be most valuable. Beyond that, you need to help new employees get a broader and deeper picture of the organization and their role within it. Virtual briefings can be scheduled for the new supply chain leader on critical issues with the existing system and its challenges, as well as on culture, planning and decision-making processes. When remote recruitment takes place - all subsequent processes should already be planned.

remote onboarding

Onboarding - a remote process - build a (more) robust stakeholder engagement plan.

Remote recruitment passed, what's next? The next step and the next priority is to help new employees identify, understand and build relationships with key stakeholders. When onboarding is virtual, it's important to be even more detailed and structured here as well. Start by having a conversation, an internal consensus on who the new leader's key stakeholders are and, most importantly, the order in which the new leader should meet with them; these things are often not apparent to new employees themselves. For the new leader, there may be single-level people in finance and operations whose support will be crucial. Once the key stakeholders have been identified, reach out to them and align them with the goals you have set for the new leader; this will maximize the value of their meetings.

Assign a virtual buddy on board.

Quite a few companies have built buddy systems (buddies) into their pre-crisis processes related to the "onboarding" issue. And for new managers entering remote work organizations, a buddy is essential.

Good buddies play four key roles. (1) They help orient new employees to the business and its context. (2) They facilitate connections with people whose support is essential or helpful. (3) They help navigate processes and systems. (4) They accelerate acculturation by providing insight into "how things are done here."

Of course, you must take care to select buddies who have the time, skills and inclination to help, and you must let them know how they can be most helpful. Typically, they should not be in the new leader's chain of command. This means they should be peers or others who have the understanding of the "big picture" necessary to be able to really help. For a new leader emerging from remote recruitment in the supply chain, a peer in operations may be a good choice.

Facilitating virtual team building.

Helpful in face-to-face situations, the process of assimilating a new leader is essential. When remote onboarding takes place, it's another huge challenge - just like remote recruitment before it. It is a structured process of compliance and connection between the leader and the team he or she inherits. The facilitator asks the leader and team members questions to discover what they would most like to share and learn about each other. The facilitator summarizes the insights gained and uses them to guide the conversation between the leader and the team. The good news is that this process can be done effectively via video conferencing.

Remote trainer recruitment - a step to think about.

Long before the crisis, studies showed that coaching with transition acceleration cuts time in half. What kind of time? Obviously, the time needed for new executives to become fully effective in their roles. In fact - you, your team and the new leader's team are coping with the stress of responding to new challenges. For example: remote recruitment, onboarding or crisis. Transition coaches can be especially important now. They are especially helpful when they understand the organization, company culture and stakeholder environment. Associates and coaches play a complementary role. That is, they advise new leaders on the challenges they face and provide a safe space in which to discuss them.

While following these guidelines, it is important to remember that remote recruitment alone is not enough. In truth, effective virtual onboarding does not just mean helping external employees. Remote recruiting, remote working, onboarding - these issues are huge challenges for employees at both the lower and top levels. Employees making internal moves in an organization working remotely can face challenges. Against the odds that are just as difficult if not more difficult than those faced by new leaders.

 

 

Remote management - sales team and recruitment

Remote management - sales team and recruitment

Remote management of a complex of salespeople and sales support is not an easy task. Yes it is more difficult to do it remotely. Your employees may be selling by phone, online, face-to-face, among others - regardless of the method of selling, you need to work out a universal way to manage this team, verify the results, and carry out a satisfactory hiring process for the employee every time. How to do this effectively? Read this article and find out what to do to make remote management successful.

Recruiting managers - reducing the number of responsibilities

If you manage a group of many salespeople, you will have a hard time reviewing the work of each of them. A much easier and more efficient way will be to recruit managers or team leaders. Actually, each of them can monitor and verify the work of a smaller group of salesmen, and you will only keep in touch with managers or team leaders. This way you can focus on other priorities. For example, take care of market analysis, developing effective methods. This will make it much easier to conduct video calls over the Internet, during which you will discuss each problem, stage, marketing strategy. Managers will be responsible for motivating the salespeople they manage, checking and consulting on results, conducting training. The smaller the groups you manage remotely, the easier it is to communicate effectively. Think about change, build smaller teams. Their greater efficiency will turn into real profits, much greater than if you managed all the salespeople alone. If you are looking for managers, also applying remote team management - contact us.

New reporting systems - IT recruitment

A great way to communicate with the team, assign tasks and create projects is to use IT systems. In this case, it is best to carry out IT specialist recruitment. That is, hiring a person responsible for selecting CRM systems, testing, customizing and managing them will ease your burden considerably. The IT specialist will select the solution best suited to the nature of your company's operations and train your employees. Without buying several systems, as you can have your own systems. First think about what kind of solutions you are looking for. Do you only want to verify working hours, or maybe implement more projects and run reporting by each salesman? Then you can review the solutions available on the market yourself, or you can decide to hire a specialist to choose the best one, train your employees, implement the system and manage it. If you are looking for employees and your intention is future IT recruitment, then be sure to take advantage of our recruitment assistance offer. In summary, we will help you find employees who meet your requirements, and remote management of your sales team will be much easier for you.

Remote management is also a development

The current pandemic situation has made it increasingly difficult to sell. That's why it's a good idea to focus on business development and introduce new services or improve current ones. A good way to do this is to manage remotely, i.e. move to e-commerce and develop your business online. During the pandemic, many customers have increased confidence in online shopping. Both those for services and products. If you decide to expand your business, not only will you need to develop a new strategy, introduce products or services tailored to the needs of the market, but you will also need to recruit new employees who are perfectly comfortable working remotely. If you want recruitment to go smoothly and identify the best candidates, don't go it alone. Enlist the help of specialists to assist you throughout the process.

Effective remote management and recruitment

This is a complicated process that requires several verification steps. Therefore, it is much more beneficial to use the offer of professionals with experience. FFS will help you at all stages of remote recruitment. First we will get to know your needs, ask pertinent questions in order to find out who you want to hire and for what purpose. Then we will create a strategy, review the candidates' offers verifying their knowledge. The effective recruitment we offer also includes video meetings with candidates, during which we will check their knowledge and whether they fit the candidate profile and the business model you are working in. Later, we will introduce you to a few finalists, present them, and you will make a decision. We will not leave you once you are hired, we will contact you after a week, a month and a quarter. Assistance in building a remote operation? Remote management will be much easier with our support. You can use our services whether you are looking for multiple employees or just one. See our offer and use our services and you will improve remote operation with your sales team.