Assuming they have offices at all. My previous employer didn’t even have an office until 6 months after I was hired, and half the employees in the country were at the very minimum a decent 3-4h drive away from the office anyway. I’ve only ever met a handful of members of my team in person. The remaining employees were split up on 3 different continents.
A lot of companies have gone completely remote including a fully remote interview process because COVID basically mandated that and many companies kept doing it after COVID subsided because it was working.
But, yes, this will likely change that. In person interviews and onboarding will probably become the norm with fully remote teams as more companies become aware of the risks.
You can. Just like everyone can use a good password. Yet many dont.
Also there is a good reason not to make week 1 in person. You reduce your access to talent. I know we are in the everyone RTO and do 100hrs a week part of the BSiness cycle. But still.
Workers are currently in a bear market. No company has problems “accessing” talent, at least today. They aren’t going to lose a candidate by simply insisting on an in-person step, whether it be an in-person interview or a week of in-person work.
> Also there is a good reason not to make week 1 in person. You reduce your access to talent.
… I don't think candidates are going to turn down a company in droves for an initial 1 week onsite. You make it sound like you're losing access to all remotes.
> 100 people. Working full time. Cannot take leave at last minute (or may not have it to take).
You're misinterpreting the thread. The context here is that the candidate is post-hire (…candidate is perhaps a poor word, but in the context of TFA, it makes more sense), so they're employed by the same company they're visiting.
I.e., the suggestion here is that Person A's employer E flies A out to E's headquarters to work for ~1 week.
Then you meet them in person, and can visually see they're not some fraudster in NK.
I.e., you start in-person, and transition to remote after 1wk.
The cost isn't an issue. If I'm a well paid pro looking at 10 interview pipelines. I ain't taking say 3 weeks off work to do my top 3 interviews. It's insane. Pay my flights and 20k might consider it.
It might work for grads or people out of work if it is well paid e.g. at least pro rata od the target salary. But that's a subset so if the employer chooses this they narrow their pool.
They definitely can.
For my first 3 months it was obligatory to show up to the office.
The office was basically a apartment room, and very small. But it got the job done.
Not really. You need a visa (or equivalent) to enter most countries. This can take months to apply for and receive. And you can stretch that period out even longer by claiming that you don't have a passport and need to apply for one first.
In Germany, if a company want to hire some talent from a foreign country, this problem is solved by the general rule "The employment starts as soon as the visa problems have been resolved, and you are in Germany." Big companies often have a department that helps with visa problems.
So, if you stretch the period, the employment simply starts later.
You can easily dress that up as an onboarding thing and would solve this, no?