We’ve had our first team member starting a new job remotely at Heart of the City! We’re all working from home because of Coronavirus, so our new Stakeholder Manager Mona Vadher went through the entire recruitment process remotely. She’s shared what the experience was like for her and we’ve also published a new resource sharing our tips for making remote inductions a success.
I’ve just joined Heart of the City as the Stakeholder Manager. My role focuses on building relationships with our ambassadors, who are vital in the work we do. I have a social mobility and higher education background and have a passion for responsible business, so I’m very much excited to be part of the Heart of the City team.
The recruitment process
I had two interviews via Zoom due to COVID-19, but the recruitment process wasn’t too different to what I’ve been used to. My former role had prepared me for virtual meetings as I often held meetings on Skype or MS Teams. The first interview was with Natalie Tickle, Head of Membership and one of our trustees, Rachel Engel from Macquarie. The second interview involved a presentation which I had to deliver on Zoom and a chance to meet Heart of the City Director Sarah Mitchell.
From a practical perspective, my advice for any candidate when interviewing virtually is to make sure you’re set up in a quiet, well-lit room, next to the router! I would also encourage you to have a set of questions ready and be patient. This kind of experience can be filled with technical glitches and pauses so arming yourself with some questions can be a way to build connections and find out more about the organisation.
The induction process
I’m used to working remotely occasionally but being inducted remotely was a first for me. Heart of the City had a structured induction process and made sure I had all the relevant information to hand straight away. I found the way the team has adapted to remote working, running workshops online and finding new ways to support members amid COVID-19 impressive and was excited to get started.
Everyone has tried to make me feel part of the team from scheduling individual catch-ups to involving me in planned meetings and our regular morning team check-ins. I’m a very open person and even though I’ve not met the team in person, I already feel part of the team as they’re agile in their way of working and create a sense of openness.
Another thing that impressed me was that my IT was sorted within the first three days as they arranged to have my laptop and phone delivered to me. This went smoother than I thought it would, as even in the ‘normal’ world these things can take time!
Starting a new job is an exciting time, but also nerve wracking. In the current COVID-19 circumstances, with so many people now working from home, it’s important for employers to consider new processes and ways of working to make remote inductions as smooth as possible for everyone. It can be stressful, but we hope these top tips will help you through a remote induction process.