By adopting the above best practices, you can provide a successful onboarding experience to your new remote hires. Factorial’s employee onboarding feature enables a smooth personalised onboarding process for each and every contracted remote employee. It guarantees your employees a quality onboarding experience through structured task flows, increasing the efficiency of how quickly you obtain results.

• That’s when we created our virtual onboarding process — a system designed to efficiently onboard new hires from anywhere in the world.
• Without preparing well and thinking out of the box you could be at risk of isolating your new employee without even realising you are doing so.
• An employee who has gone through a positive onboarding experience helps build a positive reputation for his or her company among talented job seekers.
• It automates many aspects of the onboarding process, assists with recruiting, and lets you centralise all your employee information in one place for easier access and improved organization.
• It allows them to gradually ramp up to maximum productivity so they’re not overwhelmed from day one.

Those who may be used to working around others may start to feel lonely in their remote working role, too. This can lead to them feeling isolated, which may have a negative effect on building a strong connection with your company. Having a mentor may help in such situations, as could having regular video calls for team members to get to know each other. Onboarding is the phrase of a new employee’s career when they have just begin employment with a new company, and are learning about behaviours , values, mission, products and services. It’s the same process for those new starters who’ll work remotely and not in the office – it just needs to be virtual. Try to have weekly one-on-one meetings too, particularly while they still settle in, that way everyone is on the same page as to how the new employees is getting on or if they’re struggling with anything.

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So if you really want to attract and retain top talent, read on to find out how to do a better job than the 88% of companies who are not paying enough attention to their new hires. Remote work is on the rise, this was the case even before 2020, and the pandemic has only sped things up. According to Global Workplace Analytics, there has been a 159% increase in the number of people working from home since 2009. The percentage of teams that include remote employees is only expected to grow. Upwork’s 2019 Future Workforce Report predicts that by 2028, 73% of all departments will have remote workers.

And thanks to advancements in HR technology, these onboarding processes have become considerably easier over time. A well-structured onboarding plan can help new employees feel https://remotemode.net/ welcome and supported, and ensure they have the necessary resources to get up to speed quickly. The plan should include clear timelines, training materials, and checklists.

A Remote Onboarding Checklist

It is essential to that the candidate has complete clarity regarding each stage of the onboarding process. This is even more important when it comes to remote employees as they are unlikely to be physically present in the office and reaching out to them to make them feel included and welcomed is of utmost importance. HR professionals recognise that the recruitment stage is pivotal to the success of onboarding.

• The first task you should complete is getting their employment contract signed.
• Introduce them to their team members and key stakeholders and wherever possible make this face-to-face.
• Just because you are physically separated doesn’t mean you can’t have a close-knit team with strong connections.
• Whether that involves an ergonomic chair, larger monitor or standing desk.

It can be even more challenging to unplug, particularly if you’re striving to make that all-important good first impression. With curveballs like the above and just in general when you’re working remotely, it can be more challenging to make a good impression as for some, face-to-face may be their preferred form of communication. Make sure they have the right tools and resources available to them, like their laptop, and have it sent to their home so they have it before their first day, as well as any details they may need in case of any issues.

Provide L&D opportunities

This helps to establish a relationship between new employees and the company. In turn, you’ll gain an employee who’s more engaged and aligned with the company’s strategy and has a deeper understanding of its mission and core values. They’ll also be able to reach a higher level of proficiency much faster. If the employees have an excellent experience from day zero, they are more likely to stay loyal to the company. This ensures that the time and resources you’ve spent on recruitment don’t go to waste. The purpose of onboarding is to ensure that new employees fully understand company processes and are fully equipped to do their job.

Reinforce your video call or phone chats with clear actions over email – this will also give you something to refer back to in your next catch up. Endless days of compliance training, for example, will not be motivating! Ensure that your company’s employee value proposition, or EVP, is central to your training – and do your best to bring it to life and https://remotemode.net/blog/10-best-remote-onboarding-practices-to-adopt/ make it relevant to the individual. Throughout the onboarding process, from early onboarding to the first day to the first few weeks on the job, encourage your remote employees to connect and foster strong relationships. If you’re looking for ways to streamline your remote onboarding process, we’ve gathered 10 tips that should make the job easier.

Schedule manager or leader check-ins

This is another classic onboarding initiative, but it’s one that can easily be neglected in a remote working context. This can include taking them through company procedures, giving general advice and guidance, facilitating introductions to other people in the business, or organising virtual coffee-catch ups and informal chats. If the buddy/mentor is office-based, they could even give virtual tours to bring the company culture to life. As well as setting short and long terms goals, it’s essential to monitor and review the progress of remote workers during the onboarding period. This, at the very least, should include one-to-one virtual meetings on a weekly basis, to discuss projects, priorities and expectations. Scheduling training is difficult at the best of times, but it’s important that specific training for remote workers always goes ahead as planned.

Experts suggest that the onboarding process shouldn’t stop at the person’s first week, but extend well beyond that. It’s good to set milestones for the first 30, 60, 90 or even 120 days on the new job. People who are hired and onboarding remotely might struggle to engage with your organisational culture, for example. Making these workers feel connected is difficult because you don’t have those face-to-face interactions to build on. This can be mitigated by offering remote employees the option to be recognised for their work and be rewarded.

In a world where hybrid working and remote working are the norms, our HR and onboarding activities need to keep pace with this change. For more tips to implement in your remote team today, check out our articles on cultivating healthy work relationships and creating a positive work culture. Virtual escape rooms are collaborative and challenging enough to get new joiners talking and brainstorming creative ideas. Get rid of those first-week anxieties with our variety of innovative escape rooms.

That way, they won’t feel lost and forgotten, they’ll be able to get a feel of the company culture in practice, and they’ll adapt much faster. Remember to be extremely clear in these guidelines- some bits of information may seem obvious to you, but may not be to someone who has just joined the organisation. It’s also hard to describe the company culture, it’s something you have to feel for yourself.