Category Archives: Employer Tips

Virtual Onboarding Tips For Employers

Virtual Onboarding


As a company, you’re going to hire people and one of the most important steps in the hiring process is onboarding. Onboarding is the process by which companies get new employees started working as efficiently as possible in the shortest timeframe.  Having a strong onboarding strategy (in-person or virtually) shortly after hiring someone is essential to making sure new employees feel confident and knowledgeable in their new workplace. Given the fact that virtual onboarding is the go-to now, the onboarding process can be a bit trickier. Luckily, we have some tips from professionals who have personally helped employees navigate the virtual onboarding experience:



The time before a new hire’s start date is vitally important to making sure the onboarding process goes smoothly.


  • Communicate with your new hire a week before their start date about what the onboarding plan will entail and the things they can expect to learn. Any important paperwork that needs to be filled out should be sent to them and any equipment they’ll need should be ordered e.g. work laptops, computer camera
  • Make sure the new hire knows how to contact the HR department. Have the HR team get in touch and introduce themselves, letting them know they are there to answer any questions or concerns
  • Keep new hires in the loop by sending press releases when they come out and any departmental meeting notes so that they are aware of what’s going on before starting



The first day and first week are a time to make sure your new hire is feeling comfortable in their role and are having a smooth transition.


  • If possible, have a new hire orientation. These can include discussions on company culture, how the company is structured, and going over benefits
  • If your team is able to give the new hire a mentor or a “buddy,” that can help alleviate some of the stress of navigating a new company and provide someone who can answer any questions the new hire may have. Encourage new hires to shadow people in other key departments to get a sense of how everyone works together.
  • Send a list of activities and projects to be worked on for the first day and for the rest of the week. They should also introduce the new hire to their team. One nice thing to do is to have a virtual lunch, where you have a meal delivered to the new hire’s place and the team can eat “together” and get to know each other
  • Don’t overwhelm your new hire with new projects and unfamiliar systems and processes during the first week. Leave some time for them to absorb a couple of new things per week.



Once your new hire has been working for a few months, it’s still beneficial to follow up with them and get a sense of how they’re feeling at the company.


  • Sending out satisfaction surveys every three months, six months, and yearly can provide a more accurate view of how the company is doing overall in regards to new hires

Pandemic – Now and Later – Solutions from Signature Source

global executive recruiters

As employees begin to come out of the stay at home order and return to the office, what can Signature Source do for you?


Signature Source is here for you and your team members. A few of our clients are beginning to have their employees return to their physical offices in various phases while others are continuing to remain in virtual. In any of the various scenarios, we wanted to share with you that Signature Source has the ability to assist you by offering the viable solutions:


  1. COVID-19 Outplacement Services – Unfortunately, this pandemic has forced the hands of many leaders to make both structural and talent adjustments that go beyond the normal review of full-time headcount reviews. At Signature Source, we are able to provide outplacement services for either key positions or a group of employees affected by the organizational changes. We work with our clients to create a customized outplacement solution to ease in the transition of their employees within the Global Mobility Industry or based upon the employee’s career goal, transition to a different industry with coaching sessions, resume creation, or career repositioning and the distribution of proprietary Signature Source Career Tools.


  1. Contingent Workforce Solutions – Many of our clients have expressed concern about furloughed employees not returning to the organization. There are many reasons for this, but the workflow and needs of the customers still must be met. Signature Source has candidates that are willing to work for a month or longer as independent contractors to help with special projects and/or to assist in numerous ways based on the candidate’s experience in the industry.


  1. Compensation Consulting Solutions – With an applicant database of over 15,000 relocation professionals around the globe, we can help you evaluate the competitiveness of your compensation in a specific geographic area as well as the functional strategy and planning for adding talent.


  1. Confidential Succession Planning – The pandemic has us looking at so many deliverables in our business differently, including planning for leadership that may retire or identifying new talent at the leadership level due to a restructuring of the company. Signature Source can confidentially and respectfully assist you in your succession planning process.


If you would like to learn more about our expanded resources and solutions, please contact us at 727.906.9963 or contactus@signature-source.com.


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Is Your Interview Process Outdated? Breaking the Mold of Bad Interview Techniques

There has been a ton of discussion of late about whether or not job interviews are truly representative of a potential candidate’s skills and value to your company. Thousands of books, blogs and videos have been published coaching job seekers on how to best answer questions to land their dream jobs. As a result, companies often find that they are hiring candidates who interview well but don’t work out, while candidates who interview poorly may have had a better skill set. The only solution is to change the way we think about the interview process. Read More

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