Onboarding process since the beginning of the war

?? Hey IT peeps! We're kicking off a series of snappy interviews with our awesome team to dish out some fresh insights into their work and proDUCKtivity. Today, we're diving into a chat with our incredible HR magician, Polina Zhmurko! ?

Since the beginning of the full-scale invasion, our country faced lots of difficulties, and our team was not an exception. The war has brought its own set of adjustments to all our internal processes, including the onboarding process. ?? Today, Polina will walk us through the transformations it has undergone since February 24.

?Hello, Polina! How has the onboarding process transformed since the beginning of the war?

Hello, everyone! Yep, I must admit, onboarding went online for obvious reasons. However, it didn’t go like clockwork.

?And why was that?

Well, the thing was that we faced a lot of serious obstacles on our way.

Onboarding in the office was a pure chill to our newcomers. Whenever a question arose, they could promptly contact HR, the PM, or a project lead. Moreover, offline support is consistently available, with HR always ready to provide advice and a cup of coffee. Unfortunately, due to the war, it's not always convenient to remain in the office now.

?So, the main issue was the lack of support.

Yes and no. As HR, I also worried a lot. Online communication takes more time. So one day I just caught myself thinking that something had to be changed to meet all the deadlines. But the miracle didn't happen. It was not a blast. the decision was pretty clear: more structure and timing need to be added to documentation and communication. We have clearly defined onboarding timing with project managers. The next step was to convey to the person that asking questions is okay and should be done, even if there are a bunch of them. This "bunch" of questions is beneficial for your understanding.:)

Additionally, one of our most successful decisions was documenting the entire workflow on the company's shared portal. In doing so, we compiled frequently asked questions, creating our internal FAQ section.

?What is included there?

Actually, everything! Working ethics, communication in chats, our values and many more.

?Cool! Was there anything as difficult as this problem?

Sure! As we went online, it took us a while to adjust to messaging platforms. This made me realize the importance of establishing effective communication with new employees. A person must know about the whole action plan before he/she goes out to work. It brings a sense of security to a newcomer, and a sense of control to me as the HR.

?All right, let's get to practice. What were the exact steps you made to get a person prepared?

There was a lot to prepare. Firstly, I arranged accesses in advance, set up technical equipment, and developed scripts containing important questions to ask on the onboarding day to save time. For me, turning on a camera when talking to a person is a must. While there is no strict rule about this in Leetio, we seem to follow it intuitively.

Moreover, it can be challenging to feel like a part of the team when working online, particularly if you have a fear of meeting new people.

?Is there a magic HR spell that can change it?

Of course!:) In addition to this, public chats can be incredibly helpful, as everyone exchanges jokes and fosters a positive atmosphere. Also, we have a magic portal where new Leetio team members can get to know their colleagues better and learn more about their hobbies. And here comes my main part as the HR who must tell a new person more about the team. I specifically focus on those individuals who will be in regular contact with the new team member.

Furthermore, we have online and offline events, welcome boxes, opportunities for coffee meetings if you happen to be in the same city, and voila! You'll soon feel right at home. Because, in essence, this is your home now!