Posts By: Tundra Technical

Onboarding candidates remotely

Onboarding candidates remotely?  Follow these easy steps to ensure a smooth onboarding of new hires by Thomas Lemarié, Director of Sales – Quebec

It’s no surprise that businesses all around the world are feeling the impact of COVID-19. Many are now looking for employment when just weeks ago our economy was booming with skyrocketing employment rates.

In this climate, we must reconsider how to conduct business while moving forward and anticipating what the future of work looks like. Despite this change, there is an influx of hiring in key industries including pharmaceuticals and manufacturing that continue to provide essential services.

As a recruitment agency, Tundra Technical Solutions is working with a number of customers that are facing the same challenges as many other companies in the market: establishing best practices for onboarding candidates remotely. We are here to help.

Where do you start?

Step One: Process Implementation

Organizations must implement a new onboarding process by gathering all the pertinent people involved (HR, Talent Acquisition, Business Partners, Hiring Managers) to determine clear objectives for their new resources and provide the best possible onboarding experience.

Some questions to ask yourself during this planning period are:

  • How I can offer a relevant and targeted onboarding experience that will reflect my Employer Brand?
  • What is the welcome package (laptop, cell, etc.) the new hire needs in order to be efficient and how do I deliver it to them?
  • What documents should the new hire sign and have access to in order to carry out their duties?
  • How will we train the new hire during the first few weeks?
  • Who are the key people the new hire should meet or shadow?
  • Does our organization have the right digital tools in place?
  • Should I build a training agenda for the first month?

Step Two: IT and First Day Setup

Always ensure your IT department is aware of the hardware/software needs of your new employee. As part of your implementation process, you must determine if the new hire will pick up their equipment from your facilities or if you will be able to ship all the resources (check your company policy).

Once your new hire has access to all the required tools, it’s time to start training and introducing your processes, company culture and expectations for their new role.

Follow this process to navigate the most important part of your new employee’s journey within the organization:

  1. Orientation via Videoconference

Have a personal discussion before you get down to business; introduce yourself, your background, your interests and anything else that may help break the ice. Not everyone is used to video conferences, which can be disorienting and overwhelming. Adding in the human factor will help facilitate your first interaction.

  1. Paperwork:

Walk your new hire through the signing of onboarding and training documents. Provide a list of names and contact information for all employees they will interact with.

  1. Training Agenda:

Take the time to go over the training agenda you built. Depending on the skills you want your new employee to master, it is essential to clearly set expectations on the training agenda and objectives.

For example, you may want the new employee to have spoken to all team members 1:1 in the first two weeks and have read all essential company documentation he/she should understand. Divide the tasks into smaller packages at the outset to ensure a complete understanding of a process or system (ex: creating a new account in your CRM).

The end goal is to ensure that he/she will be autonomous quickly and help you achieve the organization’s objectives.

  1. Introduction to the team:

Present your new star hire to the rest of the team. Schedule a 30-minute conference call so that everyone can be introduced in a roundtable icebreaker.

Organize a virtual event with the team during the first week. Our company found success in virtual lunch & learns, after-hours workout sessions and a virtual pub night. Create your own fun and engaging event.

  1. Follow up:

Stay in close contact with your new employee and set a check-in timetable in their calendar, but be careful not to micromanage. We recommend every two days at the outset, but most importantly you should be available and accessible to answer any questions.


Offering the right onboarding process will make all the difference both to you as a manager and to your employee who will start their new job feeling supported and in control.

Ensure you lead with empathy and understanding while assisting your new hire through a smooth transition.

Coronavirus (COVID-19) FAQ’s for Clients

What is Tundra doing in response to COVID-19? 

Tundra’s number one priority is providing a safe and healthy work environment for all. Tundra has created a Coronavirus taskforce to manage all concerns and issues related to COVID-19.  All of Tundra’s efforts are based on public health best practices and designed to protect the well-being of our associates, candidates, and clients. 

What steps is Tundra taking to prevent exposure to COVID-19? 

Tundra’s number one priority is providing a safe and healthy work environment for all. Tundra has taken immediate action to keep our associates and candidates safe. Some of the steps we took:

  • On February 27, 2020, Tundra implemented a travel policy restricting travel and requiring associates and candidates to communicate their travel plans to Human Resources and follow our existing 14 day “stay-at-home and monitor for symptoms” protocol. Business travel outside of Canada was restricted for all Tundra associates.
  • On March 13, 2020, all Tundra offices were closed, and our associates were required to work from home until further notice.
  • As well, Tundra asked anyone who had recently travelled, shown symptoms of illness, or has been in contact with someone who tested positive for COVID-19 to self isolate for fourteen (14) days.

Can Tundra recommend best practices to mitigate and prevent the spread of COVID-19?

Tundra believes that following government and health agencies will provide the appropriate information and measures that should be followed at this time. We recommend organizations such as the World Health Organization (WHO) and the Centers for Disease Control and Prevention (CDC). Steps we are taking include:

  • Work from home policy
  • Communicating steps to prevent the spread of COVID-19 with workers
  • Requesting workers to wash their hands frequently for at least 20 seconds at a time
  • Requesting our associates stay at least six (6) feet apart from another person, where possible
  • Sanitizing work areas frequently, especially high-touch areas
  • Providing disinfectant and hand-sanitizer to workers in their workstations
  • Enforcing 14-day self-isolation for anyone who has recently travelled outside of the country, been exposed to someone who has COVID-19, or has shown any cold or flu symptoms.

Is Tundra prepared to handle my recruiting needs during the COVID-19 pandemic? 

Tundra recruits in a variety of market conditions and diverse conditions. While following guidance from health authorities, we will ensure our commitment to providing the best talent continues to meet the needs of our clients most safely and effectively possible.

What is Tundra’s plan to sustain your business during the COVID-19 pandemic? 

Tundra has a Business Continuity Plan in place that includes pandemic planning to assure that all functions of the business remain operational. As the situation surrounding COVID-19 is changing rapidly, we have established protocols to follow recommendations from federal and provincial authorities in a timely manner. We have an assigned advisory group to ensure we continue to run our business and support our clients and workers most safely and effectively possible. We will continue to provide updates.

What is included in Tundra’s pandemic response plan? Can you give me more specific details?

Travel for associates is suspended to all countries noted on Public Health Agency of Canada and World Health Organization restricted lists, and based on the latest government advisories and notifications.

Our associates have technology and tools that enable remote working.  We conduct interviews by video Skype interviews. We also conduct our interviews with the COVID-19 screening checklist.

What is Tundra doing to ensure workers don’t bring the virus into my workplace? 

Tundra is promoting responsible behaviour among all our associates and workers. We are committed to informing, educating, and driving awareness about CDC and WHO prevention guidelines such as social distancing.

Without exception, we are thoroughly vetting candidates before they are cleared to start a work assignment. If you believe an existing employee may have been exposed to the virus or if a situation arises where you need assistance urgently screening a worker for any reason, please reach out to your Tundra contact for immediate support. 

Can I ask a temporary worker to work from home? 

Generally, yes. Given the recent direction of social distancing, we understand you may be required or feel more comfortable if all your employees, including temporary workers, work remotely. Tundra will work with you to ensure the proper protocols and tools are available to assist you and ensure this transition goes smoothly. Work from home options will be available in circumstances that allow such work to continue.

What if a temporary employee has COVID-19 and cannot work?  

Where a temporary worker, or his/her immediate family member, contracts COVID-19 and is unable to work, the temporary worker will be entitled to an unpaid job-protected statutory leave of absence under applicable provincial and federal employment standards legislation (e.g., statutory sick leave, medical leave, family care/responsibility leave). If a temporary worker requests to take a certain unpaid statutory leave of absence and meets the qualifying requirements of that statutory leave .

How often will Tundra update clients on the COVID-19 outbreak?

Tundra has and will continue to respond to all individual customer inquires. We have communicated to all our clients and workers and will continue to update the FAQ on our site. (insert link here)

This document and the FAQs are intended to provide you with general information about the novel coronavirus, including how it is transmitted and how you can prevent infection. It does not constitute legal advice on this topic.

This document is not intended to be exhaustive, and we encourage you to supplement your knowledge of coronavirus by visiting the website of the Centers for Disease Control and Prevention (CDC) and The World Health Organization (WHO).

A Talent Community for a Greater Cause, COVID-19 Response.

To assist companies responding to the COVID-19 crisis, Tundra Technical Solutions Inc., a leader in providing essential recruitment services, quickly delivered an innovative free-of-charge solution matching available talent with urgent positions tackling the crisis. Tundra and TalentNet, a human capital management software provider, joined forces to mobilize “A Community for a Greater Cause,” where companies requiring immediate hires are matched with volunteers, healthcare professionals and fabricators.

As companies retool facilities, processes and retrain teams to tackle the COVID supply shortage, hiring demands from manufacturing or frontline healthcare workers have skyrocketed. There is a strong lifesaving need, especially after the Canadian and U.S. governments revealed billions in spend to help businesses ramp up production for personal protective equipment, ventilators, masks and test kits. As North American companies increase production, many expect to double workforces to meet demand. Recruitment services can be very important as companies look to hire new talent for several initiatives combatting the virus.

“As companies transform their businesses to address the COVID-19 crisis, we are seeing a gap in skills required,” said Micah Williams, Tundra president. “Simultaneously we are also seeing an influx of very talented individuals who want to help. Our strength is matching great people with great opportunities. Hopefully this collection of efforts can make a difference. Everyone has a role to play to support this fight against COVID-19.”

Looking to hire for the cause? To access qualified candidates for COVID-19 related projects, reach out to where you will be assigned to an Account Executive in your state or province to strategize a hiring plan. All services are completely free as Tundra and TalentNet believe that matching talent to COVID-19- related projects is one of many essential solutions to combat the crisis. 

Join the cause to provide services as a volunteer or paid contract worker by registering here. Simply upload a resume, customize your profile, and TalentNet’s AI matching software will notify you of new positions as they come available.

To Celebrate International Women’s Day Tundra Provides Preview of New Program Aimed to Increase Female Representation in Stem Studies

Tundra’s complete plans to assist female Science, Technology Engineering and Mathematics (STEM) grads to be revealed in April

TORONTO, March 8  — To commemorate International Women’s Day, Tundra Technical Inc., a global innovative staffing firm, is providing an advance look at how it will devote significant corporate resources to help foster female students in their future Science, Technology Engineering and Math (STEM) careers. The program is officially gearing up in April Across North America. Tundra is launching their efforts on International Women’s Day 2019 as a call-to-collaborate with the STEM community to further build a network of meaningful opportunities for students and graduates participating in the program.

Tundra’s plans include Scholarships, Mentor programs and Networking events. “We are very excited to share this news and give people an advance peek at our program. We are committed to driving diversity and supporting women in their pursuit of STEM careers,” said Tundra president Micah Williams. “We are excited to be behind the Women’s Day theme, #balanceforbetter, the call-to-action for driving gender diversity everywhere. As an innovative staffing firm, we believe it is Tundra’s duty to balance the workforce for better and help grow diversity in STEM studies.”

The number of students choosing STEM courses often determines a country’s future technological leadership, Williams said. The shortage is particularly acute among younger female grads.

“According to the UNESCO report in 2017 Cracking the code: Girls’ and women’s education in STEM, only 35% of STEM students in higher education globally are women, and differences are observed within STEM disciplines. For example, only 3% of female students in higher education choose information and communication technologies (ICT) for their studies.”

“That’s why helping STEM women break glass ceilings is even more important, Williams added. “The greater the diversity in the area of STEM the better off we’ll be,” Williams said.  “We are calling on our affiliates and associates to help us celebrate women in STEM. Watch for the complete program in April.”


A global provider of innovative staffing solutions and services, Tundra was formed with a simple idea ‘Go Beyond’ — challenge conventional practices while redefining clients’ expectations. Since 2004, Tundra has grown quickly, today operating offices across North America, Europe and Asia, actively hiring top global contract and full-time talent. Tundra has made appearances on the Growth 500 list for 10 consecutive years thanks to our commitment to hard work and leadership within the IT, engineering and manufacturing industry.

For further information, contact

Micah Williams,, 1-(416) 915-7878