Recruitment Tips for Onboarding New Talent in the Web3 Industry
- cryptojobs.com
- September 27, 2024
- All Posts, Web3
- hiring, Web3
- 0 Comments
One of the major concerns for any company is hiring and retaining the right talent. However, onboarding new hires in the web3 industry can present unique challenges due to its decentralized nature, complex technologies, and innovative environment. By implementing the right strategies, organizations can foster a welcoming and supportive environment that empowers new hires to thrive and drive innovation in the web3 space.
This blog will offer some essential recruitment tips for onboarding new talent in the web3 industry, ensuring a smooth transition, and maximizing their potential contributions.
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Start with Paperwork
Most employees prefer to complete paperwork right from the start so that it does not cause issues later on. While it can be a lengthy and tedious task, it is better to complete it before the new employees are integrated into work. Consider giving the new hires administrative tasks involving setting up their company email address or other contact mediums approved or created.
Other paperwork should also be completed, such as filling out details of the contact person in an emergency, blood group, identity card submission, employee contract, etc. All of these are essential documents, but they may be a hassle to fill out sometime after joining. Therefore, consider getting the paperwork done in the initial days.
Some additional common documents may include:
- Direct deposit forms
- Salary account details
- Tax forms
- Nondisclosure or non-compete forms
- Employee handbook acknowledgment form
Involve the Relevant Team Members
Successful hiring and onboarding are not merely HR tasks but involve different teams within the company. Be sure to include other employees in the onboarding process, such as seniors within the same department, including supervisors, managers, and team members.
When the new hires feel that they are already known among their team and have supporting colleagues to rely on, they are more likely to feel welcomed and motivated. Similarly, an employee who likes their work environment has a high probability of being more productive.
Implement Technology in the Process
Technology is one of the most important aspects of workplaces today. Existing and new employees should be encouraged to utilize the digital learning management system (LMS). LMS is a powerful tool that gives employees access to company procedures, policies, general contract details, and benefits information all through one platform. At the same time, LMS monitors and manages employee progress and deploys training in different categories.
Such learning platforms help guide and empower employees, providing them with a personalized onboarding portal that includes information specifically related to their professional role at the organization.
Give Them a Tour
The new employees would likely enjoy learning about different areas of their workplace, such as the conference room, tea break room, cafeteria, HR department, etc. Consider giving your new employees a quick tour of each of these common places. Knowing these areas will make it easier for them to navigate around the building. If the employee is hired virtually, opt for face-to-face video calls so they do not feel the lack of social interaction. Moreover, new hires can be introduced to existing employees in person so that they may be greeted every other day and feel welcomed.
Introduce Work Gradually
Offloading plenty of work to new hires is not the best approach to onboarding them. The last thing you want is for them to feel overwhelmed during their first week. Consider teaching the new employees about the basics first, showing them around the office, building rapport with other employees, involving them in ice-breaking activities, and familiarizing them with the managers and other senior staff before the real work begins.
You can start by assigning minor tasks in the beginning before handing them the full responsibilities of the position. For major projects, keep a timeline of 3 – 9 months for completion, as the new hire may need help comprehending the company’s usual ways and requirements. Do not forget to check in often and address any major or persistent issues. You can also involve their direct team members to offer help to ease the process.
Be Welcoming and Flexible!
An entirely planned-out onboarding strategy sounds like a great idea, but with some flexibility, it will be even better. Regardless of the new hire’s previous experience and qualifications, give them some room for mistakes and learning.
An ideal, practically productive plan has some flexibility, which is usually remarkably appreciated by new employees. For instance, if you have scheduled a meeting with a new employee and they are unable to make it on time, the best is to have a remote, virtual option ready.
Similarly, having back-to-back meetings every other day and reflecting on each trivial component in the initial days may not be too helpful. Consider giving the new hires some time to relax after the intense training sessions and settle into the new environment.
Bottom Line!
Everybody loves a well-established company with formal, planned-out rules, schedules, and policies. However, consider giving the new hires a little space to take in everything and adapt to the company’s environment. Firm but slightly flexible policies are highly likely to result in happier employees and longer retention rates.
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