2020 has put significant burden on everyone's mental health. Your job and career make up a significant part of that and researchers have in fact found that being in a job you hate can be worse for your mental health than being unemployed. I want to share my learnings from this year in a series of three articles where I’ll explore the recruiting and jobseeker space and offer my advice, thoughts, and guidance to help people along their journey and, hopefully, make the experience a bit better.
The day we all went into lockdown feels like years ago. As a business owner of a recruitment consultancy, 2020 has been the most mentally taxing and exhausting period of time, even more than the year we started Bamboo Crowd, which many had said would be the most difficult.
Mental health has always been a priority to me, particularly as mental health problems do run in my family. This year, I have certainly seen the impact that this new world and way of living has had on everyone’s mental health, particularly when it comes to those closest to me, whether that be family, friends, or coworkers.
While we’re facing tough economic times ahead, companies are still hiring and people are still looking for work. One opportunity the pandemic has presented to many of us is a chance to reflect on what is important to us and our happiness. This has led many people to think about what type of job they really want to be doing. And companies are thinking at this moment about what type of culture and team they want to build. At Bamboo Crowd, we've had inspiring calls with thousands of candidates over the last few months. Many are looking for more meaningful and rewarding work.
In a series of three articles, I’ll explore the recruiting and jobseeker space and offer my advice, thoughts, and guidance to help people along this journey and, hopefully, make the experience a bit better.
The three areas I’ll be exploring are:
We begin with virtual onboarding for new hires. Never before have so many companies had to adjust to a new way of hiring. No office tour, no meeting the team over drinks, no handshakes. The virtual hiring and onboarding experience is a different world. Drawing from the many candidates that we’ve placed this year, here are some takeaways and tactics that I think should be prioritized.
No matter what year it is, starting a new job can be daunting and anxiety-inducing. Many people face imposter syndrome when starting a new job and will rely on positive cues and physical indicators that they’re doing a good job. Virtually, however, this doesn’t exist in the same way. No one is dropping you a quick thumbs up and there isn’t the same opportunity to talk and make new friends around the proverbial water cooler. Vulnerability is at an all-time high and engagement is incredibly important.
Communication has become a critical aspect of ensuring that a new virtual hire remains engaged and cared for through onboarding and beyond. It’s also important to:
Many people face imposter syndrome when starting a new job and will rely on positive cues and physical indicators that they’re doing a good job.
Any business trying to ramp up a new hire fast is setting the relationship up to fail. I’ve seen this happen across the board from, “Oh, can you do this training and read all of these decks while you’re working your two weeks’ notice?” to, “We’ve stacked your calendar full of meetings and will be introducing you to all your clients in your first week – aren’t you excited?!”
Whether it’s a startup, agency, or corporate, hiring managers, who themselves have been insanely stretched the last few months, are eager to hand things over. But trust me – please be patient. Overwhelming new hires creates immediate disengagement and increases stress. It also builds resentment and frustration and many will just deal with it and not necessarily push back or express how they feel. I’ve seen people teetering on the edge of burnout. This has a huge impact on mental health and will have a longer term impact on your employee retention and turnover.
Here are some of my tips for ramping up a new hire:
Overwhelming new hires creates immediate disengagement and increases stress. It also builds resentment and frustration and many will just deal with it and not necessarily push back or express how they feel.
Noone is going to get virtual onboarding right the first time. It takes a test-and-learn mindset to build the right process and approach. If you’re an HR leader or business owner thinking about what you can be doing more of, please consider the below:
I hope that some of the tips and tactics I shared resonate with and work for you! Just remember, everyone is figuring this out together and we all have a long way to go until we get it right. From what I’ve seen, this isn’t really a case of who’s doing it “best”. Your virtual onboarding experience should be measured on the “experience” itself and it’s one that has a tremendous impact on someone’s mental health and wellbeing. Above all, be considerate, kind, and compassionate. With the right preparation and care, you’ll foster a high performing team that feels heard and valued.
Feel free to reach out if you have any questions and, if you have any tactics that have been working for you, we’d love to hear them. Please share! Lastly, if you’re hiring, and would appreciate advice or support in designing your onboarding process, please drop me a line at alex@bamboocrowd.com
Please come back next week, when I’ll explore strategies to find happiness at work by sidestepping into a new industry or trade. See you then!