Navigating Deloitte Onboarding During the Pandemic: Tips and Reality
As the global pandemic continues to create uncertainty across industries, organizations like Deloitte are implementing creative solutions to maintain their operations and support their workforce. The Deloitte employer blog offers a wealth of information on how the firm is adapting to the challenges presented by the pandemic, including the process for onboarding new employees.
Deloitte's Response to the Pandemic
In early 2020, Deloitte faced significant changes as many projects in Deloitte US were either postponed or canceled. The predominantly US-based client base has led to a challenging outlook for the near future, with Deloitte considering layoffs in certain departments and freezing hiring in others. These measures were likely taken to mitigate financial risks and realign resources with the current business environment.
Employee Experience During the Pandemic
A key challenge for Deloitte has been the onboarding process for new hires. This is especially concerning for individuals who were scheduled to start in April 2020, such as the author, who was set to join Deloitte Consulting India in Hyderabad. Due to the pandemic, certain onboarding activities were postponed or restructured to ensure the safety and well-being of all employees.
New Joinee Onboarding Process
One new hire from the US faced a significant disruption in their onboarding process due to the pandemic. Their joining date was postponed for six months, from May 2020 to November 2020. The HR recruiter informed them of the revised offer letter, which included a revised DOJ and a one-month compensation adjustment. This adjustment aims to provide financial stability during the uncertain period.
Remote Onboarding: Success and Tips
Virtual onboarding has become a crucial method for organizations to maintain productivity and support new hires during the pandemic. One success story involves a new Deloitte associate who joined the firm recently and was onboarded virtually. The Talent and HR teams took several proactive steps to ensure the associate had the necessary tools and resources. They even delivered a laptop to the associate’s home address, ensuring that they had a seamless transition into their new role.
For those new to the concept of remote onboarding, it is essential to stay proactive and connected. Deloitte's virtual onboarding process includes:
Pre-join preparation: Ensuring that new hires have access to necessary equipment and software. Virtual meetings: Starting with virtual orientations and meetings to introduce new hires to the team and the organization's culture. Learning resources: Providing online tutorials, webinars, and other resources to help new hires understand the company's systems and processes. Regular check-ins: Continuous communication through regular check-ins and support to ensure that new hires feel supported and integrated into the team.Financial and Emotional Support
For individuals in the situation of being postponed from their joining date, it is crucial to plan ahead. The author of this blog post has taken several steps to manage their financial and personal well-being. One important measure is to resign from the current job in order to officially leave their position and pave the way for new opportunities.
Key steps include:
Planning ahead: Assess financial needs and create a budget to manage personal finances during the transition period. Communicating with parents: Ensure that there is clear communication and support from family members during this challenging time. Staying proactive: Continue to look for new job opportunities and updates from the talent acquisition team.The global pandemic has forced many organizations to innovate and adapt. While there have been challenges, Deloitte's response to the situation demonstrates a commitment to supporting its employees and ensuring a successful onboarding process, even in the face of uncertainty.