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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 Pareto Principle in Recruiting: Unlocking the 20/80 Advantage

The Pareto Principle in Recruiting: Unlocking the 20/80 Advantage

In the fast-paced realm of recruitment, HR professionals frequently face an ocean of tasks, candidates, and metrics. Yet, amidst this complexity, one guiding principle stands out with striking clarity—the Pareto Principle, famously known as the 80/20 rule. Originally observed by economist Vilfredo Pareto in 1896, this principle highlights that roughly 20% of efforts lead to 80% of outcomes. But how does this apply specifically to recruitment, and how can agencies use it to optimize their processes?

Consider this: within recruitment, it’s often a small fraction of your talent pool—around 20% of your sourced candidates—that yields about 80% of successful placements. If we accept this reality, the strategy becomes clearer. Instead of casting wider nets, recruiters can achieve better results by diving deeper into the quality of this crucial 20%.

The first step is to identify the high-impact areas. In practical terms, this means paying close attention to sourcing channels, candidate interactions, and assessment practices. For instance, certain platforms or job boards may consistently produce top-tier candidates. Why spread your budget thinly across ten channels if two of them are consistently outperforming the rest?

Moreover, recruiters frequently invest substantial time screening vast numbers of candidates. However, by recognizing the traits, experience, and skills that consistently lead to successful hires, agencies can create more targeted and effective screening processes. Focusing on these key indicators early saves valuable time and resources.

Candidate engagement also illustrates the Pareto Principle vividly. Often, recruiters invest significant time in superficial interactions with a broad audience, when in fact meaningful engagement with top talent leads to better hiring outcomes. Building deeper relationships with a smaller group of highly qualified prospects yields greater success than broad but shallow connections.

The Pareto Principle encourages recruiters not just to “work harder,” but to work smarter. It’s about refining practices so that effort is directly linked to value. Agencies that embrace this principle shift from quantity-driven recruitment toward quality-driven results. The secret lies not in doing everything, but in doing what truly matters most—meticulously focusing on candidates, processes, and channels that drive exceptional hiring outcomes.

In essence, understanding and applying the Pareto Principle transforms recruitment strategies from scattershot approaches to precision-targeted methods. When agencies consciously adopt this mindset, efficiency improves, costs decrease, and the overall quality of hires increases. Isn’t that precisely what every recruiter dreams of achieving?

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