If that’s the case at your organization, you can easily conduct a virtual gathering via a Zoom video conference. You can also consider an onboarding buddy system where a new hire is paired with an existing employee. This gives them access to someone who can always answer questions and make sure they fit well into their new remote teams. In a traditional office setting, a new hire’s first day would generally include a tour, teammate introductions, perhaps an orientation session, etc. This obviously isn’t possible with remote work and can significantly hinder how a new hire makes a personal connection at work.
This is especially important during the onboarding process because it offers yet another way of building a strong team-oriented culture, even if the employees do not work together on the same premises. The key to successful remote working lies in how easy login credentials for business-critical tools can be shared and accessed. New employees need access to a plethora of online accounts to effectively do their job. By familiarizing new remote employees as quickly as possible with business-critical tools, they will be able to become self-dependent and begin adding value far quicker. Existing onboarding plans that are aimed at on-site employees can often be altered so that they are more suitable for the onboarding of remote employees.
What are the challenges of onboarding remote employees?
Join over thousands of organizations that use Creately to brainstorm, plan, analyze, and execute their projects successfully. Maybe you can even schedule extra meetings with line managers through the probation period to talk them through any doubts they’re having and ensure it’s going well. Finally, and because getting to know everyone remotely can feel a bit daunting, redirect them to your HR software’s directory – this will be a good way to put a name on every face and understand who does what for more context. Once feedback has been gathered, making changes and improvements as needed is important. This can include updating training materials, adjusting the timing or structure of certain onboarding activities, or providing additional support for new hires.
- Welcoming a new employee virtually doesn’t necessarily have to be more extensive than in-person onboarding.
- “As onboarding for many jobs has now moved to be virtual, these challenges can be compounded by the realities of remote work.”
- Create personalized development plans based on your new remote employee’s career goals.
- Communicate openly about company values, upcoming projects they’ll work on, team objectives as well as their individual goals.
- Kyla is part of the Marketing team at Kumospace, where she helps run the social media accounts and creates content.
- Checking in regularly with a new employee allows you to assess the effectiveness of your onboarding process as well as make sure that the employee is progressing as expected.
This video shouldn’t be too formal, it should make the employee feel at ease in their new work environment and allow them to get to know the company and its employees a bit better. Over the long term, while a role can evolve, adapt, and become more complex and ambiguous, having clarity from the start will create a foundation from which the individual can more readily adapt. We send everyone a $20 Grubhub gift card and use this meeting to get to know each remote onboarding best practices other outside of what was on the resume. We ask questions like, “If you could eat one thing for the rest of your life, what would that be?” We may also play two truths and a lie. As a result, LedgerGurus is considering deploying a train-as-needed model to help new hires practice what they learn and measure their progress. “We are exploring a skills review process to ensure that what was trained was understood and applied effectively,” says Brown.
Best practice #4: Consider onboarding new employees in groups
Online, editable documents don’t need to be printed, employees need not commute or drive to the office, and training can be conducted using recorded videos. Ensure your onboarding software is set up in a way that it speaks with your applicant tracking system, learning management system, payroll solution, and more. In short, the goal is to simplify and streamline processes while simultaneously boosting the candidate’s engagement and experience. Helping new hires feel connected to the team and understand the pecking order is key to creating a sense of belonging.
- As you may find it challenging to conduct background checks on remote employees, consider partnering with a third party platform that can automate the process.
- When they have a clear picture of their responsibilities and what’s expected of them, they’re not left in the dark and won’t have to ask as many questions (although there will still be plenty of them).
- Consider providing detailed instructions, assigning an onboarding buddy or mentor, and collaborating with a third party screening platform like Veremark for a more seamless onboarding system.
- Remote employees are those workers who don’t come into the office on a regular basis – sometimes ever.
- You also may want to keep the questions organized somewhere so that future onboarding classes can reference them and see if their question was already answered.
- Now would be the time to introduce a VPN or other connection protocols and make sure the employee knows how to contact tech support.
In 2023, 63% of workers said their company trained employees on how to hold effective and inclusive hybrid meetings, which is a huge win for remote workers. And remember, you need to be sure your office has the right setup in both the virtual and physical workplace. Just because remote employees don’t come into the office doesn’t mean you don’t need to outfit it with the right video conferencing hardware. When you start the onboarding process before their first day, new employees can effectively familiarize themselves with the tool and other project management or communication software. However, onboarding new remote team have a lot of moving parts, and creating your own onboarding checklist can help guide you throughout the journey of onboarding new employees remotely. There are many reasons why you should follow these best practices for your remote onboarding process, onboarding your remote workers into their new job.
Best practice #7: Include collaborative learning
As you may find it challenging to conduct background checks on remote employees, consider partnering with a third party platform that can automate the process. Veremark’s screening system can be easily integrated into your existing workflow, meaning you can combine relevant data that help you make a stronger hiring decision and get more in-depth insights into your new hires. Identity verification, for instance, can be made more difficult if you can’t meet the new hire in person. Identity check is crucial as it serves as the foundation for all other checks. Your remote onboarding plan should not only touch on all aspects of the onboarding process, but also identify milestones that new hires can use as guidance. Managers can also use these milestones to measure an employee’s progress and how they’re integrating into the team.
Making a video that welcomes new employees to the company can be a great way to create an immediate sense of belonging as part of the team. Consider creating a welcome pack that can be distributed electronically to new remote employees. The welcome pack should ideally be sent out to new employees before their first onboarding session. How technology can combat hiring challenges for SMBs via online tools, recruitment software, remote interviewing techniques, plus other digital offerings For any organisation, the pursuit of top-tier talent is a… You’ll also need to consider how you check important documents from remote-working new starters and remain compliant. From 1 October 2022, UK employers must carry out comprehensive pre employment checks.
Best practices for remote onboarding
Engaged employees are passionate about their role within the organization and know that their contributions are valued. A valuable benefit to regular check-ins is that it sets the right stage for receiving constant feedback on the onboarding process. Besides addressing any potential issues as they arise, you are also likely to get a much clearer idea of where you can improve.