Fun and Engaging new hire onboarding ideas!

 The best way to empower new hires to succeed faster is by executing onboarding in the most effective way possible! Strengthening your employer brand can be very rewarding for the organization. When it comes to the onboarding process, the key is to keep it simple. The aim is to outline what they can expect before they start and during their first week or two on the job. Avoid an in-depth road map that might seem overwhelming. 

New hires tend to be nervous on day one. Asking or doing a simple interview online with them can leave the door open for feedback or input. Interview with new employees can help the employer know what’s the best support they need. When an organization is onboarding new employees, putting an effort to prepare for their arrival is important. 

What are some of the new engaging employee onboarding ideas?

We have seen companies using many old and new onboarding ideas to make the new hires first-day fun and festive. If you are looking for new hire orientation tips, then you have come to the right place! 

Some of the common engaging employee onboarding ideas are like conducting interview sessions, scheduling company lunch, etc. When we talk about unique onboarding activities, the first thing that comes to mind is an all-around informative quiz. Employers can define some quick questions(and answers) about the company, culture, and even team members.  By doing so, new employees will learn relevant and interesting information. 

Whenever an employer is new hiring an employee, it is important to verify the candidate thoroughly. TrustLogics is one such prominent online portal that helps employees connect with potential employers. A background check process is performed beforehand to let employers connect with verified candidates only. 

Here are the top 5 great employee onboarding ideas

1. Introduce Buddy system

If you have a large intake of new hires, this will give you maximum connection on a time crunch. Have your buddy pairs work on a small project together, even if it’s just for an hour. Schedule your buddy pairs a couple of hours volunteering in an afternoon of their first week. 

2. Go ‘social savvy’

Social media is an excellent way to let new hires know about all of the exciting things your company does. A visual guide with tips on how to announce their new role, a collection of your organization’s favorite hashtags will make things understandable and give your employer brand a boost.

3. Conduct quizzes

New employees can learn about the company and its policies.

  

4. Plan scavenger hunts

A scavenger hunt can be an icebreaker allowing new hires to work in teams quickly and spark conversations. For remote employee onboarding activities, you can use digital scavenger hunts too!

5. Teach new employees something new!

Employers can foster a sense of continuous improvement in new hires by teaching them something new. 

Maybe your organization already has an onboarding schedule, but you can adopt new engaging employee onboarding ideas for a better onboarding process in the future.  

5 must-ask interview questions for freshers/new graduates

 The recruitment process has shifted to remote hiring after the pandemic. Hiring managers are coming up with new job interviewing techniques with each passing day. Online job interviews are new for every job seekers and recruiters. Freshers like college graduates have no idea how to deal with a tricky job interview question. 

We can help you find the best way to answer some common interview questions. Recruiters can ask more than job-specific questions sometimes. Every online job interview is different from the other, but there are some must-ask interview questions all hiring managers ask. 

How do employers look for potential candidates in freshers?

Wouldn’t it be great if you knew the interview questions for freshers? Well-prepared and confident candidates are more likely to bag the job. By preparing yourself, you feel more relaxed about the questions in job interviews. The shift from the traditional hiring process to the new digital recruitment process has seen several online recruitment platforms come into action. New online portals have played a major role in generating candidate sources for employers. With online recruitment tools and techniques, it is easier to streamline virtual hiring, maintain candidate profiles and filter potential candidates. 

What are some of the fresher interview questions and answers?

Before the personal interviews, there are some fresher interview questions and answers you should learn. When it comes to college graduates, unaware of the job interviewing process, recruiters might ask some challenging questions. Here are quick tips for freshers interview questions: 

1. Tell about yourself

This is one of the most common interview questions, to start with. And the best way to answer this common question is to be simple, positive and mention your strengths and experiences. Highlight your highest qualification and mention your hobbies too. 

2. What are your key strengths?

Interview questions for freshers are meant to challenge their confidence. Candidates should be well aware of their strengths and weaknesses beforehand. 

3. Where do you see yourself in the next 5 years?

Knowing your career goal shows your commitment to an organization. As a fresher, make sure to be precise about how you are confident about this job and your association with the company from a long-term perspective. 

4. Why should we hire you?

The main intention of the recruiters behind this question is to understand which quality of yours can be beneficial for the company. Since you are a fresher, you cannot explicitly highlight your expertise in a particular domain. To avoid it being a tricky job interview question, you need to have apt knowledge about the company and what qualities it requires its employees to possess. 

5. Salary expectations

This question is directed to look like a tricky job interview question but isn’t. For college graduates, the first salary is always exciting but when asked this question in job interviews, candidates should be reasonable and not have unrealistic expectations. 

For an employer, flexibility to adapt new changes into the hiring process is important. Companies hire candidates keeping long-term relationships in mind. Employers look for trusted candidates and TrustLogics is a platform that verifies candidates beforehand. Now recruiters can have personal interviews with verified candidates only. 

5 steps for attracting and retaining the right candidate!

 The year 2020 marked the onset of virtual hiring for attracting and retaining the right candidate. A larger pool of candidates is accessible to the remote candidate selection process. A shift in recruitment with the introduction of online video interviewing has increased employment opportunities. Attracting and retaining employees has been one of the most challenging tasks for recruiters. Since hiring is at an all-time high, job candidates have the flexibility to choose from the many options they have in front. But the hiring decision has become tough when candidates don’t stick around. 

How can employers make better hiring decisions in 2021?

The major question of all hiring managers is how to attract and retain talent? Not just finding the perfect candidate for the job role but to make sure candidates stay in your company. Some of the top smart hiring strategies can be used by employers to find the right candidate in 2021. Employers benefit from interacting with talented and trusted employees and making better hiring decisions when compared to the traditional hiring method.

Here is a list of recruitment strategies to attract the best talent:

1. Stand out using a trusted recruitment software

Recruiters have more options when it comes to the modern hiring process with online portals like TrustLogics. Technological innovations have been a helping hand in finding the right candidate. Networking and communication have been the targets for recruiters when it comes to hiring potential job candidates. TrustLogics uses artificial intelligence tools to verify candidates beforehand. 

2. Make job promotions more attractive

The best way to gain undivided attention from potential job candidates is to design a creative and accurate job description. If you don’t want to end up with unqualified candidates, start to strategize and schedule job postings. 

3. Streamline recruitment process

Employers must make sure to optimize and streamline the candidate selection process. By doing so, they can maximize the efficiency of the recruitment process in 2021. TrustLogics brings an instant solution to easily connect candidates with recruiters by making the hiring process easier using background checks.

4. Significant engagement is a sign of long-lasting relationships

Good and productive communication can help identify your desired candidate. There are many creative ways to get new talent to engage and learn about your company. Conduction of healthy competition between candidates and employees can help job candidates understand the company culture. A positive work environment helps to retain the right candidate. 

  

5. Interact with trusted and verified candidates

The best fit for your team is the candidate who is interested in a long-term investment. Along with choosing the right candidate, employers must make sure to verify them. TrustLogics performs background checks and ensures employers interact with a trusted group of job candidates. 

 

With every company becoming technologically advanced, preparing for virtual interviews, it’s time that employers keep the above points in mind to attract and retain talent. 

5 red flags to check when interviewing candidates online

 Recruiters are always hunting for the perfect candidate to fit an open position. The one recurring thought among recruiters is if they can fully understand the candidate after just one interview? Probably not! But today, we are going to learn about some obvious red flags that hiring managers should look out for during the candidate selection process. Recruiters must always make sure to come prepared with an interview checklist before interviewing candidates. Knowing about online interview red flags can save employers from a bad hire! 

How did online interviewing change the recruitment process?

With the beginning of a new online job interview selection process, hiring managers upgraded their tech-savvy skills. Most job seekers during job interviews online are on their best behaviour. Recruiters should be aware and pay more attention to the interview checklist. The change in recruitment last year has online interviews in great demand. 

Employers make use of video interviews to select the best candidates. The definition of a job interview has become the use of technology, virtual interactions and remote communication. Be it a traditional interview or a virtual job interview, bad hires always find loopholes and get hired. Make use of some of our best online interviewing tips to understand the red flags better.

5 red flags to watch out for in candidates during online interviews:

1.  Late for the job interview online

When interviewing candidates remotely, make sure to identify this red flag. A candidate who is late for job interviews online is not a strong planner and a professional. This could also mean that the candidate would be late for client meetings in the future. During the candidate selection process, employers must beware of unprofessional candidate behaviour. 

2. Suspicious online presence

When employers conduct the job interview selection process, they must make sure to interact with verified candidates. It is always important to stay clear of candidates who have a suspicious online profile. If the candidate has inappropriate comments, photos or unidentified background information, that is a red flag. Online portals like TrustLogics establish faster communication by streamlining the background check process using the candidate pre-selection tool. 

3. No doubts/questions at the end of the interview

All candidates come prepared for online interviews. When a candidate is really interested in the company and the job, he tends to ask queries after the interview. If a candidate is not interacting with the employer, it should be understood as a bad fit for the job. 

4. Quick job changes in employment history

A trusted and verified employment history of the candidate is important. Candidates having large gaps in their job history, inconsistent career paths are more likely to change jobs quickly. If you find something questionable about the candidate during the candidate selection process, let TrustLogics help you! 

5. No eye contact during the online interview

Lack of eye contact says a lot about the candidate, their disinterest, dishonesty and more. Stay away from these candidates during job interviews online. 

The only way to separate a good candidate from a bad one is to identify the red flags. These red flags can help determine the perfect candidate for the job. So employers, next online interviews, keep the red flags in mind!