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Contactless Hiring: The New Standard

As states plan to reopen in stages, businesses are gearing up to reopen with high-volume, high-quality recruiting strategies. It is no surprise that “business as usual” will not be the norm, and hiring will look different for the foreseeable future; social distancing will still be in effect, and contactless hiring will be the safest, most compliant way to move forward – in other words, the new standard.

What does contactless hiring look like, and what will you need to do – or provide – in order to capture hourly candidates?

  1. Communicate with your Talent Pool
    Chances are, candidates in your talent pool are watching out for new job openings or information regarding how you’ll be moving forward once your state opens back up for business. Keeping them in the loop will allow them to be the first to apply, and will tell them what to expect with the new socially distant contactless interview, hiring and onboarding process.
  2. Update Job Postings and Career Pages with Information on How You’re Moving Forward
    Aside from sending communications to your talent pool, you should update all of your job postings and career pages with information regarding post-COVID hiring, and what it will look like for applicants. Will you be interviewing virtually? Will there be hazard pay or are there measures you have put in place to protect your employees?

  3. Virtual Interviews
    Meeting in person for an interview will likely be out of the question, at least for the next few weeks as the world finds its new normal. Having a way to interview virtually is essential to hiring in a post-COVID world. It is important to keep in mind that the hourly workforce is extremely mobile, and since some candidates may not have access to a computer, employers will need to be flexible in their interviewing approach. Are you able to interview via mobile apps, such as FaceTime or WhatsApp? Have you prepared your hiring managers with interviewing questions that are related to COVID-19 and any hazard information that they will need? Being prepared for virtual interviewing will create a better experience for the candidate and for the hiring manager.

  4. Virtual Job Offers and Onboarding
    Following a successful virtual interview, do you have a digital way of sending an offer letter? Being able to generate and send an offer letter without papers changing hand will be the easiest and safest way to extend an offer to a candidate. But that is just the tip of the paperwork iceberg – when it comes to the bigger picture of the onboarding materials that a candidate will have to complete to become an employee, do you provide a digital way of completing each and every form that is needed? Having a cloud-based, check-the-box approach ensures that candidates complete all of the required documents and keeps you compliant throughout the onboarding process.
  5. Quickly Rehire Previous Employees
    Have you had to lay off a number of your workforce when COVID began spreading through the US? With the end of the shelter in place orders, you may find yourselves bringing furloughed employees back to your teams. Creating a simple, frictionless experience for your rehires will allow them to be start being productive in a safe environment. Did you know that if you rehire your employee within 3 years of the date that a previous Form I-9 was completed, you may either complete a new Form I-9 for your employee or complete Section 3 of the previously completed Form I-9.  Flexibility is key while staying compliant. Keep up to date with DHS while temporary policies have been put in place to support contactless hiring.
  6. Training from a Distance
    Being able to provide a candidate with an online training course and track their progress is a great way to keep employees engaged and ready to hit the ground running on the first day – and in the future, if there are operational changes. Allowing them to begin their first day without contact with the hiring manager, trained and onboarded in a contactless world.

We are very excited to see businesses reopen, and hope that everyone has a safe, “socially distant” strategy in place. If you need help setting up a virtual training module, virtual onboarding, or any of the other digitized processes mentioned above, we can help.


Joe Poxson

Joe is the Senior Vice President of Global Client Success, responsible for managing talentReef's enterprise customer team that supports over 100 sophisticated mid-to-large companies with diverse business needs and technical requirements.



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