Tech startups aren’t thrilled about virtual onboarding. Here’s why they should be.

The COVID-19 outbreak has changed everything we thought we knew about work. It’s made almost all of us retreat back into our homes to work remotely, only communicating with our colleagues and clients via video links. But most importantly, it has made many technology startups wary and anxious about the future.

To understand what the tech community is going through, Talent surveyed over 450 Hiring Managers and asked for their insight on the current situation, as well as what their plans are when it comes to growing their businesses during this time.


Should we still be hiring?

The results were certainly fascinating. 70% of the startups we surveyed have frozen or delayed all new hires while the lockdown is in place, which is understandable. However, I think that in some certain cases, startups are missing a trick. 6 weeks ago we were thinking ‘I don’t know how remote working will work for us’ after it was enforced. Today it is working and indeed, many of us are thriving having fully adapted.

I would like to see tech companies, and especially startups across the UK and Europe, make the most of remote working and virtual onboarding for new employees. The dawn of a new age came a number of weeks ago, now is the time to adapt.


Get with the (virtual) times

Almost half (45%) of the startups we surveyed revealed they have no intention of implementing virtual onboarding while the lockdown is in place, admittedly some of these companies have struggled with the downturn, however, there were a number that have seen increases in sales and yet are not willing to change their processes.

The way I see it, working from home (or remotely) is here to stay. This is the new way of working, one that had been slowly becoming a new norm – and then the COVID-19 outbreak precipitated everything. Technology startups, in particular, should be making the most out of this situation and learn to adapt now in order to get ahead.

Whether the social distancing requirements stay in place for another three, six, or twelve months, there is a good chance that we’ll have to remain in at least partial isolation for a long time. Which is where virtual onboarding will come in, allowing startups to continue growing and hiring throughout the whole of the outbreak by letting new employees start a job virtually.

Through the use of collaborative technology tools and videoconferencing, companies can make a virtual onboarding process as smooth as if it were happening in person. Sure, they might need to put in a little extra effort to really make the process human when handshakes aren’t an option, but I’d say that’s a good thing.

We have already started making use of virtual onboarding at Talent and are advising many of our clients to get ahead too. Take a look at our recent virtual onboarding guide for heaps of advice on how to implement it, and don’t hesitate to get in touch if you have any questions!

What do you think of remote working and virtual onboarding? Are you considering it, or have you already implemented it? Let me know in the comments below, and take part in our survey to add your insights to the results.