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      in Talent Acquisition

      What to know before starting a remote job

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      PrepareDon’t wait for your start date to begin getting ready. Preparation should start immediately! Decide where your dedicated workspace will be and set it up to be a comfortable and productive area for you. Make sure your WiFi connection is strong and that you’re near an outlet. Living with family or roommates? Be sure to establish ground rules with the people in your home. Getting a jump start on the little things will make a difference when you get started and will let you focus on your new role. Check out our expert tips to help you get into the right mindset and ease the transition into remote work.Next, if your new company sends over any onboarding material (whether it’s an employee handbook or remote work best practices), be sure to read it! If you have any questions or concerns, reach out to the hiring manager or recruiter as soon as possible so there are no roadblocks on day one. If they send you any IT-related material, make sure all applications and extensions are downloaded and ready to go. Lastly, ask if there’s an IT representative in case there are any hardware or software issues in your first week.The best preparation will ultimately alleviate a lot of the stress that comes with starting a new job — especially a remote one.Understand expectationsWith remote work, you don’t have the luxury to turn to your manager with questions as you acclimate to your new role. This can make it difficult to know if you’re on the right track. On your first day, clarify what you’re accountable for — to your manager, your team, and the company overall. Use the time spent with your manager to understand how the business and your team measure success, and plan how you will make an impact. Confirm your standard work hours, communication preferences, daily priorities, and other metrics/KPIs that are being measured.Take initiative, and see what you can do to get ramped up as quickly as possible. Are there specific training materials that you should reference? Should you shadow certain colleagues? Don’t leave day one without a clear grasp of what’s expected from you.While it’s easy to stay hyper-focused on your specific role when you first start, remember to think of the big picture too. Recognize how your new responsibilities roll up into the success of the business overall. How? One idea is to set up meetings with different departments to learn about other areas of the company. These are also great opportunities to meet with coworkers that you might not work with on a daily basis.Ask questions to show that you’re engaged and thinking ahead. Which coworkers prefer which communication methods, or are there company-wide guidelines to follow? For example, would certain teams prefer a video call while others respond quicker to an email? Should instant messages only be used for urgent questions? In time, you will observe and adapt to the norms, but it’s a good idea to get familiarized early.As you continue to work, more questions will pop up. Instead of pinging your coworkers or boss every time you encounter a hiccup, bundle your questions so you can ask them all at once.Establish relationshipsWorking remotely doesn’t mean you need to sacrifice company culture. Socializing with your teammates is still a must — especially when you’re new!Start by introducing yourself to the necessary individuals (think: teammates, Human Resources, IT, etc.) Set up a quick video call to get to know these people better. It doesn’t need to be considered a “meeting.” Make it a quick coffee chat or a lunch hour – try to mimic the social interactions you would normally have in an office space! Use this opportunity to ask questions such as general icebreakers, perks, and benefits they enjoy, or tips on how to succeed at the company. Forming these relationships early on will make it easier to work with them down the road and give you great insight into your new company.When a colleague helps you during your first week, be sure to thank them. A little bit of gratitude can go a long way. Lastly, ask your manager what meetings you can join in on and observe. Simply showing your face in meetings can help establish your presence at the company and make future introductions more seamless.We recognize that starting a job remotely can be challenging. As you adjust to your new role, be sure to cut yourself some slack. It will take time to figure out a remote setup that works for you, but these tips will help you hit the ground running and ensure an all-star first day! More

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      in Employer

      [Webinar] “State of Software Engineers: Using Data Insights to Meet Your 2021 Recruiting Goals”

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      In our recent panel-style webinar, “State of Software Engineers: Using Data Insights to Meet Your 2021 Recruiting Goals,” we featured industry leaders from Amazon and General Assembly, and Hired. During the webinar, Rob Stevenson, Head of Hired’s podcast Talk Talent to Me, spoke with Erin Ford, Sr. Manager, Student Experience & Career Services at General Assembly, about the importance of hiring for skills, not labels, and how this broadens your talent pool and promotes diversity in your pipeline. The webinar also featured exclusive advice and recruiting tips from  Jonathan Kidder, Technical Recruiter II at Amazon (and creator of Wizard Sourcer) as well as insights from the hiring manager perspective from Dave Walters, Hired’s very own CTO. The panelists shared valuable strategies on how to use data from our 2021 State of Software Engineers Report to define and attract the most in-demand tech talent in 2021.
      Discussion Topics
      Industry trends and insights from our SoSE Report   
      What engineers want in their next role
      The power of skills-based hiring 
      How to leverage data in your hiring processes
      Watch the recording here More

    • 188 Shares99 Views

      in Employer

      [Webinar] “Going Digital with Your Employer Brand: How to Revamp Your Recruitment Messaging for 2021”

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      Recently, Hired partnered with Lever to host a webinar featuring Atlassian on “Going Digital with Your Employer Brand: How to Revamp Your Recruiting Messaging for 2021.” Our co-hosted webinar featured Devin Rogozinski, Head of Talent Marketing at Atlassian, and Rob Stevenson, Head of Hired’s podcast Talk Talent to Me, who explored strategies on how to shift to a digital-first hiring strategy. Specifically, Devin Rogozinski addresses his experience on how talent marketing has shifted from conferences to the digital world and offers solutions on how to create and measure campaigns that will expand your talent pipeline. 
      Discussion Topics
      How to approach creative and messaging 
      Resources for supporting  a digital-first strategy 
      How to measure the success of your campaigns 
      Watch the recording here More

    • 88 Shares149 Views

      in Employer

      Expanding your employer brand reach with remote

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      In light of COVID-19’s impact on the world, remote work will continue to be part of how we work moving forward. As such, insights from candidates in our 2020 Brand Health Report reveal that having a remote work policy or flexibility in how you manage your workforce will impact your employer brand and, further, how job seekers evaluate an opportunity with your company. 
      A company’s employer brand is a combination of a company’s reputation and the value it presents to prospective employees. Without a positive reputation and brand, a company can lose out on qualified top candidates to competitors despite working on innovative products and services that may have set them apart pre-pandemic.
      Given the circumstances, companies such as Twitter and Google have announced their version of remote policies and long-term work strategies for their employees. Both companies remain on our list of the top 20 global employer brands candidates around the world would like to work for. More companies around the world have followed knowing that remote work is here to stay for the foreseeable future.

      By removing the limitations that  city based hiring can bring for companies, remote work enables organizations to hire from a larger pool of quality talent and create a larger impact. Additionally, tech talent agrees that remote work has the potential to help companies build more diverse workplaces (45% said very strongly and another 33% said strongly) which is a consideration for them when joining a company. By incorporating and communicating remote-work policies into your company’s strategy, talent will find opportunities with your company more accessible and attractive.
      Prioritize work-life balance
      In the midst of a global pandemic, many employees may find themselves in difficult circumstances at home or in their personal life while committing to perform their job responsibilities. How your company is supporting employee work-life balance and mental health can impact your brand and of course employee morale which they share with friends and peers in the industry. A major concern for leaders while employees shelter-in-place and work remote is employee mental health, especially as it relates to isolation, anxiety, depression, productivity issues, Zoom fatigue, and burnout. By providing genuine support to employees, this care is recognized as part of the company’s values.
      And while remote work can help companies increase diversity in the workplace, employers should be conscious of how long they expect team members to spend on video calls. 70% of tech talent prefer to spend no more than 1-3 hours per day on Zoom. This provides enough time in the day for team members to perform asynchronous and collaborative work during working hours and still have time for things that matter to them in their personal life, as well. More

    • 113 Shares109 Views

      in Employer

      Keeping company culture alive in remote work and hiring

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      With the transition to remote work, one intangible yet critical element of an organization that may unintentionally get lost in the shuffle and need to be reconfigured is company culture, especially if the team worked together in-person previously. From an HR perspective, fostering the core of what makes a company’s culture is that it enables teams to adapt and feel supported during a major shift in the way they work. From a talent acquisition perspective, our 2020 State of Remote Work Report found that candidates’ main concern while interviewing remotely is not gaining a true understanding of a company’s culture. For both remote work and hiring, allowing  people to have an authentic and genuine experience of a  company’s culture is critical to both employee and candidate engagement.
      During an episode of our Talent Talent to Me podcast, Jolie Loeble, VP of People Ops at Daily Harvest, joined us to discuss how the company has been able to successfully foster an in-person company culture and recreate an in-person candidate experience while being completely remote. 
      Lost in translation
      There are various considerations companies take into account when transitioning from working in-person to remote, especially so nothing is overlooked in the process. For companies who have already adapted to having a more distributed team with remote employees in addition to maintaining their in-person HQ, translating the work dynamics for the whole company may not feel as daunting. With that being said, it will still require People managers to be intentional about how teams collaborate,  are supported and, most importantly, feel connected while being distributed.
      Loeble comments on how when you walk into an office space — whether you are a customer, candidate, or employee — you can and should be able to feel a company’s culture. An office space is a living, breathing organism that is about more than just a space for collaboration–it is a space that embodies the company’s brand and that usually holds the people who drive the vibrant culture. To work and hire remotely, Loeble mentions how Daily Harvest is committed to recreating that feel of the culture.
      Standard practice
      Being intentional with how to create a work culture and foster it as a company scales matters–this is crucial to employer branding, attracting candidates to work for the company, and employer retention and productivity. Loeble says that Daily Harvest aims to create a candidate experience that matches the employee experience, both of which should mirror the customer experience. This is and should not be unique to these COVID-19 times, she states, but rather standard practice especially given these times for all People teams to be mindful of.
      Scaling culture
      Being culture conscious throughout growth periods can also help companies stay true to their roots as they scale. Loeble shares that keeping traditions from the early stages of Daily Harvest alive makes sure that the team remembers its humble beginnings. In a way, doing so pays tribute to the grit and hard work that it took to get to where they are today. Continuing traditions that are unique to a company from its inception is how culture is carried through and stands the test of time and organizational change.
      Building community
      It is important for people who interact with the company to get a feel for the rich and vibrant culture, especially for this remote world. With respect to remote hiring, Daily Harvest offers candidates they’re interviewing the opportunity to interact with its products in their homes so they can engage with the brand directly. What candidates may not be able to physically interact with right now, virtual tours of the workspace and photos or videos of experiences the team has with each other can showcase a hospitable, welcoming team waiting with open arms to celebrate with prospective employees. 
      Finally, staying connected to their mission, brand, and each other, beyond just work-related reasons is how Daily Harvest has successfully grown their business during a time of economic uncertainty. With two launches during lockdown, their team is not only productive but they are enjoying how they get to work and who they work with. They operate as a team that exudes a work culture that you want to be a part of, and in turn its translated to business success. More

    • 113 Shares99 Views

      in Employer

      Keeping Company Culture Alive in Remote Work & Hiring

      by

      With the transition to remote work, one intangible yet critical element of an organization that may unintentionally get lost in the shuffle and needs to be reconfigured is company culture, especially if the team worked together in-person previously. From an HR perspective, fostering the core of what makes a company’s culture is that it enables teams to adapt and feel supported during a major shift in the way they work. From a talent acquisition perspective, our 2020 State of Remote Work Report found that candidates’ main concern while interviewing remotely is not gaining a true understanding of a company’s culture. For both remote work and hiring, allowing  people to have an authentic and genuine experience of a  company’s culture is critical to both employee and candidate engagement.
      During an episode of our Talent Talent to Me podcast, Jolie Loeble, VP of People Ops at Daily Harvest, joined us to discuss how the company has been able to successfully foster an in-person company culture and recreate an in-person candidate experience while being completely remote. 
      Lost in translation
      There are various considerations companies take into account when transitioning from working in-person to remote, especially so nothing is overlooked in the process. For companies who have already adapted to having a more distributed team with remote employees in addition to maintaining their in-person HQ, translating the work dynamics for the whole company may not feel as daunting. With that being said, it will still require People managers to be intentional about how teams collaborate,  are supported and, most importantly, feel connected while being distributed.
      Loeble comments on how when you walk into an office space — whether you are a customer, candidate, or employee — you can and should be able to feel a company’s culture. An office space is a living, breathing organism that is about more than just a space for collaboration–it is a space that embodies the company’s brand and that usually holds the people who drive the vibrant culture. To work and hire remotely, Loeble mentions how Daily Harvest is committed to recreating that feel of the culture.
      Standard practice
      Being intentional with how to create a work culture and foster it as a company scales matters–this is crucial to employer branding, attracting candidates to work for the company, and employer retention and productivity. Loeble says that Daily Harvest aims to create a candidate experience that matches the employee experience, both of which should mirror the customer experience. This is and should not be unique to these COVID-19 times, she states, but rather standard practice especially given these times for all People teams to be mindful of.
      Scaling culture
      Being culture conscious throughout growth periods can also help companies stay true to their roots as they scale. Loeble shares that keeping traditions from the early stages of Daily Harvest alive makes sure that the team remembers its humble beginnings. In a way, doing so pays tribute to the grit and hard work that it took to get to where they are today. Continuing traditions that are unique to a company from its inception is how culture is carried through and stands the test of time and organizational change.
      Building community
      It is important for people who interact with the company to get a feel for the rich and vibrant culture, especially for this remote world. With respect to remote hiring, Daily Harvest offers candidates they’re interviewing the opportunity to interact with its products in their homes so they can engage with the brand directly. What candidates may not be able to physically interact with right now, virtual tours of the workspace and photos or videos of experiences the team has with each other can showcase a hospitable, welcoming team waiting with open arms to celebrate with prospective employees. 
      Finally, staying connected to their mission, brand, and each other, beyond just work-related reasons is how Daily Harvest has successfully grown their business during a time of economic uncertainty. With two launches during lockdown, their team is not only productive but they are enjoying how they get to work and who they work with. They operate as a team that exudes a work culture that you want to be a part of, and in turn it’s translated to business success.

      Listen to the full episode here: More

    • 125 Shares179 Views

      in Employer

      Cautious expectation: Future of tech compensation in a COVID world

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      In March, uncertainty due to COVID swept the world and disrupted business in a way we haven’t seen before. Since then, companies have managed to continue essential operations and now consider their return to work plan. We’ve come to a crossroads in our post-COVID world where businesses have determined if they are reopening their offices or making the conversion to go and stay distributed. One thing is certain, remote work is here to stay. As companies create a long-term return to work plan, how will work-from-anywhere affect salaries and companies’ compensation philosophy?
      It seems that as companies deliberate and plan what business operations will look like in the midst of this global pandemic, tech candidates also seem to be in limbo. Upon surveying software engineers, product managers, DevOps engineers, designers, and data scientists for our 2020 State of Salaries, respondents let us know how COVID and going remote has impacted their work and compensation expectations moving forward.
      Compensation expectations in line with pre-COVID offerings
      In Part 1 of our 2020 State of Salaries report, we discuss how since  has been year-over-year growth in all major tech hubs so understandably, candidate compensation expectations are aligned and look upward. Candidates expect their salaries to maintain, if not increase, in the near future regardless of the conditions that we now work in. Further, in Part 2, tech employees share with us that despite the effects COVID has had on businesses, a majority (90%) believe that the same work deserves the same pay regardless of where employees may be physically located. It is widely agreed upon that while remote work may be the future of how we work, it seems that tech workers aren’t as open to the potential implications it would have on how they are paid to work. Only 32% of tech candidates surveyed would be willing to accept a lower salary to work remotely and less than 25% would be open to negotiate for other compensation options.
      Relocation more appealing, but not immediate
      The idea of relocation has sparked the interest of tech employees in light of remote work. Although there are various considerations that come into play. More than half of tech employees are neutral or against localized salaries based on where the employee resides and works from–only 40% of tech employees support it. Although, while most tech employees would stay in their current city for at least 3 more years (64%), the opportunity to work remotely has made the idea of moving to an area with lower cost of living more appealing. Following experiencing a new city (31%), cost of living (24%) or the idea of more job opportunities (21%) were top motivators for candidates’ desire to relocate. It would also seem that those who were open to relocation would be interested in other tech hubs outside of their own. Without the ties to a primary office and desk location in order to accomplish necessary work tasks and projects, tech workers are warming up to the idea of work-from-anywhere vs. just working from home, depending on what work requirements may look like as companies think through and update their remote work policies.
      Uncertainty around job security
      In the past few months, collectively we have had to accept that the only thing constant and promised is change. As smaller businesses struggle to stay afloat and larger businesses make hard decisions to undergo layoffs, there are various industries that have boomed in comparison where hiring has continued as normal. The above considerations around compensation and ability to work remotely are likely dependent on remaining in their current position or finding a new one with similar flexibility to what they may experience now.
      Tech workers are divided on their job security and their ability to find new opportunities during this time. 42% of tech workers were concerned about getting laid off in the next 6 months and, conversely, 58% were not concerned. Only 39% of respondents actually wanted to leave their current job but are concerned about finding a new role.
      Time will tell
      As we navigate this remote-first world, time will tell what the right business decisions are and how companies can be successful during uncertain times. Despite the expectations of tech workers, companies will need to take the lead on how to maintain their businesses, how to continue essential operations, and how to best support their employees. In turn, companies will need to determine how remote work and COVID will impact their salary offerings and their overall compensation philosophy. For now, tech workers will look to companies who are taking a lead in the market to share how salary trends will continue moving forward. More

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      in Employer

      Building a Diverse & Inclusive Distributed Workforce

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      Companies across all industries have been disrupted in some way due to COVID-19. Talent and recruiting teams have had to navigate the challenges of remote hiring, HR teams have had to work through unique nuances of remote onboarding, and whether your company is hiring or not, this time made way for other strategic projects that […] More