Top 5 tips for remote onboarding

  • why it is worth taking care of online onboarding
  • how to conduct a remote onboarding program for new employees
  • what to pay special attention to when planning it

The benefits of remote onboarding

According to the data presented in the report “ The True Cost of a Bad Hire”, the proper introduction of a new employee to the company increases their productivity by 70% and improves the retention rate in the company by 82%. Onboarding is particularly important in industries most exposed to employee rotation, which at the same time have serious problems with recruiting new candidates. As the report from LinkedIn shows, the technology and software industries (rotation rate at 13.2%), as well as trade and consumer products (13%) dominate here.

How to conduct remote onboarding

Efficient implementation of a new employee is always a challenge, regardless of its form. Remote management of employee processes comes with additional pitfalls. Therefore, when creating online onboarding, we must carefully plan our activities. So as not to make mistakes and not discourage a new employee in the first days of work.

1. Start early

Based on the “ Candidate Experience in Poland 2021 “ report, 37% of surveyed employers declare that they undertake onboarding activities before the first day of work of a new employee. It’s a good idea to start introducing a new person to the company as soon as possible. Especially in the event of a long break between the candidate’s successful completion of the recruitment process and taking up employment.

2. Plan your activities well

The full effectiveness of an employee usually occurs after approx. 6–9 months from the start of the employment. That is why it is so important that the plan of the onboarding process goes beyond the first weeks in a new job and defines all the key steps leading to the full implementation of the employee in the company’s life.

  • completing the procedures — sending the newly hired person the regulations and taking care of administrative and organizational issues, such as personnel matters, signing documents, providing access/passwords
  • defining tasks and goals — explaining the employee’s duties and the method of verifying the effects of their work
  • introducing the principles and culture applicable in the company — such as the organizational structure, principles of cooperation, as well as the vision, mission and organizational culture
  • taking care of relationships — presenting the rules of internal communication, as well as introducing the new person to the other employees

3. Provide a new employee with a mentor

It is natural for a new employee to have many questions and concerns. While in onsite work, they can ask someone who happens to be nearby, remote work does not provide such an opportunity. Regardless of the type of work, the employee will feel more comfortable if from the beginning he is assigned a person whose task is to help him acclimatize.

4. Create a knowledge base and ensure a variety of communication

In order for the adaptation of a new person to go according to the plan, we should create a remote knowledge base in which they will find all the necessary information (guides, tools used by the team, document templates, regulations and information about products or services provided). By sharing materials online, we can easily assign them to specific users and grant them appropriate permissions.

5. Collect feedback

As in any good plan, we must not forget to verify the effects. A new employee’s experiences change over time. Therefore, we should establish a few moments in which we will ask him for feedback on the implementation process to the company. We can conduct short surveys with the employee, e.g. every two weeks.

Additionally, take care of Employer Branding

During onboarding, it is worth encouraging the employee to share positive impressions related to taking up a new job in the company on social media. This is a common practice, especially on business portals such as LinkedIn or GoldenLine. For example, we can provide an employee with a guide on job change communication and help in creating a personal brand on social media. At the same time, we encourage new hires to share the company’s hashtag and posts published by other employees. Thanks to this, we will additionally take care of the positive image of the company as an employer.

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Aga Babicz

Aga Babicz

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Marketing Specialist at Next Technology Professionals - IT Recruitment | IT Outsourcing