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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 impact of AI and automation on recruitment

The impact of AI and automation on recruitment

Modern technology is rapidly changing the labor market, and one of the key drivers of this change is artificial intelligence (AI) and automation. They are fundamentally transforming the hiring process, making it more efficient, faster and more accurate. On the other hand, such a process lacks the more empathetic, intuitive decisions that are sometimes much more accurate than logical ones. What’s even more important is that algorithms work according to set algorithms, so it’s important to get them right! In this article, we’ll look at how AI and automation are impacting recruitment, what benefits and challenges they bring, and what to expect in the future.

How are AI and automation changing recruitment?
Automatic analysis of CVs

Traditionally, recruiters spend a lot of time reviewing hundreds of CVs. AI tools such as ATS (Applicant Tracking Systems) automatically analyze CVs, highlighting the most relevant candidates. This greatly speeds up the process and reduces the chance of human error.

Use of chatbots and virtual assistants

AI chatbots can conduct pre-interviews, ask candidates questions, assess their suitability and even answer frequently asked questions. This not only saves recruiters’ time, but also improves interaction with candidates. On the other hand, such a’mechanical’ approach definitely has a negative impact on communication with a potential employee. After all, we are all living people, and we have needs in live and sincere communication.

AI-assisted soft skills assessment

AI algorithms can analyze video interviews by assessing tone of voice, facial expressions, speed of speech and other parameters. This helps to assess the level of stress tolerance, communication and other soft skills of the applicant. On the other hand, it is absolutely certain that it will’skip’ arrogant and self-assertive candidates.

Predictive analytics

AI can predict a candidate’s success in a company by analyzing data on experience, skills and cultural fit. This can minimize turnover and improve the quality of hiring. On the other hand, people often don’t know the reason for changing jobs themselves. Or the change is unrelated to the company (relocation, change of activities).

Advantages of AI and automation in HR
Saving time – automation of routine processes frees recruiters from the need to do monotonous work. And time is the most valuable resource.

Reduce bias – AI evaluates candidates objectively based on data, not subjective opinion.

Improved candidate experience – quick responses and convenient processes make hiring more comfortable.

Cost optimisation – companies reduce recruiting costs by automating many steps.


Challenges and risks of implementing AI in recruitment

Despite the benefits, the use of AI in HR also carries certain risks:

Algorithm discrimination – if AI is trained on biased data, it can reproduce the same errors.

Reduced human factors – candidates may feel a lack of personal interaction during the selection process.

Errors in soft skills assessment – although AI is already able to analyse behaviour, it cannot yet fully replace human intuition. In addition, the interview process is stressful for some people, even though in normal life people are calm and stress-resistant.

The future of AI and automation in HR

AI and automation will continue to evolve, offering HR professionals increasingly accurate and intelligent tools. In the future, expect to see:

Increased accuracy of algorithms due to more data.

A hybrid approach combining automation and human involvement.

Growing popularity of AI assistants for personalised hiring.


The adoption of AI and automation in HR is not just a trend, but an inevitable reality. In a field of vast information, companies that adapt to these changes will be able to find and attract the best talent faster, improving recruitment quality and competitiveness in the labour market.
We are certainly using AI systems but only partially. Yes, it is much faster to filter CVs by education and work experience. It is much more difficult to use chat bots for the initial interview. We are in favour of maintaining a successful and ‘live’ image of the company on behalf of which we work!

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