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Onboarding of a new employee

A woman is working on a computer remotely.

Remember the relief of having someone to turn to on your first day on the job? Assigning a mentor or buddy can help new employees adapt easily. This person can help them ask questions, get support and learn about the company culture. A strong bond with a mentor can greatly reduce feelings of isolation. Assign an experienced employee to introduce the company and all processes; set a goal for them to befriend the new person. Competent onboarding is based on human friendships and then on responsibilities and control systems.

Be honest
Be honest with the employee about the stages of supervision and responsibilities. Tell them about the rules and about real situations. Be sure to tell him if you are going to monitor his calls or working hours.
Set the rules in advance

Imagine playing a game without knowing the rules. Frustrating, isn’t it? Remote employees need clarity on job expectations, performance metrics and communication norms. Schedule one-on-one or team meetings to discuss goals, responsibilities and career opportunities from the start.
Encourage integration into the team. Talk about traditions within the company.
Creating bonds remotely can be challenging. With employees scattered in different locations, how do you foster a sense of belonging? Encourage virtual team-building events, group projects, and casual conversations. Platforms like Slack and Zoom can be powerful tools for engagement beyond work tasks.
Supervise the employee regularly. Gentle supervision that is done systematically and from the very first day on the job saves a lot of time and monetary resources!
Ask for feedback.
It is also important to warn at once that there is no possibility to change EVERYTHING to the way a person wants it…. The fact that the manager is at least interested and tries to create a strategy of cooperation works here! Regular meetings-through video calls, weekly meetings, or feedback sessions-help employees feel supported and valued.

Managers should ask about concerns upfront and provide constructive feedback to ensure a smooth transition.


Effective remote onboarding isn’t just about sending a few emails and hoping for the best. It’s about creating an experience that makes employees feel empowered, connected and confident in their new role. So, what will you do to make your remote employees feel truly at home?
To keep them highly motivated and Truly engaged with your company and your brand! This is the task that you best think about before hiring…. And yes, in the internet environment, it is not easy, but it is possible! The fact that the manager is at least interested and tries to create a strategy of cooperation works here!
Contact us, and you will get your dream team.

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The human factor in hiring

The human factor in hiring

A woman is working on a computer remotely.

The human factor in hiring: how the recruiter’s mood influences the choice of a candidate

The hiring process should be based on objective criteria such as candidates’ competencies, experience and skills. However, in practice, the hiring decision is often influenced by subjective factors, including the recruiter’s mood, energy level and even physiological needs!

How do a recruiter’s personal states affect hiring?

A recruiter is not a robot; it’s a human being too, and their decisions can be influenced by a variety of external circumstances:

Emotional state. If a recruiter is in a good mood, he or she may be more inclined to approve a candidate, even if the candidate isn’t a perfect fit.

Physical condition. Studies show that being hungry or tired can make people more critical and demanding, while being satiated and rested can make people more loyal and positive.
External factors. The time of day, the temperature in the room, stress from other work tasks – all of these can affect how well a recruiter is situated with a candidate.
Examples of human factors influence

A recruiter spent the morning stuck in traffic, skipped breakfast, and came to the interview irritated – the candidate’s chance of being rejected increases dramatically.

After a hearty lunch or a successful meeting, the recruiter feels relaxed and makes a positive decision, even if the candidate lacks experience.

On a Friday evening, when thoughts are already occupied with the weekend, the recruiter may approve the candidate faster, just to finish the working day sooner.


How can you reduce the influence of subjective factors?


To avoid recruitment mistakes, companies should implement more objective assessment mechanisms:

Structured interviews. Asking the same questions of all candidates helps minimize the influence of mood.

Assessment checklists. Defined criteria with a point system help make the hiring process fairer.

Multiple interview stages. Evaluating a candidate by different people at different times reduces the impact of one particular recruiter’s emotional background.

The human factor is unavoidable, but it should not become crucial in the hiring process. It is important to be aware of the influence of subjective states on the selection process and minimize them through objective tools. This is the only way to create a professional and efficient team based on real competencies, not on the mood of the recruiter at the moment of decision-making.

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