One can see the increase in the growth and demand in the remote workforce since early 2019, the pandemic. But the change in tides can be seen way before the pandemic. From 2005 for the large number of individuals who opted for remote working the stats were at the peak and still growing according to some surveys till today. With the number increasing with remote workers, the companies have to make some changes to onboard the new candidates with ease. An effective and better way of onboarding new employees helps in improving retention. There are many employees out there who feel their onboarding experience was not great or they might get tangled more with the administrative and pepper work than needed. Any organization or company has to understand that they should focus more on the people than pushing papers around.
A responsible recruiter knows about the challenges and will try to work out the best possible outcomes without any constraints to the company or the candidates. A recruiter knows that it is the option of going to the new employee’s desk and starting introducing them to other colleagues.
If you’re responsible for recruiting new and integrating remote workers, you’re well aware of the difficulties. You can’t simply accompany them to their workstation and present them to the rest of the employees. Orientation and training of remote staff, luckily, do not have to be complicated. You can easily integrate your new remote employee and assist them to become a perfect match for your workplace culture with a little planning and providing details.
Commence with the pre-boarding process
When you are recruiting for the remote work profile, you must start with the best possible pre-boarding strategies and processes. Pre-boarding is a procedure that begins with the acceptance of a contract. Ascertain that your new hire has access to the network, emails or chats, project execution, instructional sessions, and anything else they would need on a routine basis. Communication is the key role for remote onboarding as you want your new hire to feel welcomed and connected with the (remote)workplace. The right and best practices applied for the pre-boarding help your new employee thinks that his/her decision is right to work for your company.
Recruits should be online as soon as possible
Once the candidate is on board and starts his/her day with the team, it is important to make him/her online ASAP and connect him/her with other colleagues through the web and digital workplace, i.e. company’s network/intranet. The remote workplace requires certain tech and hardware for the employees for communicating such as messaging apps, video conferencing tools and software, if any of the things are not provided to the new hire, he/she might feel cut off from asking questions and connecting with the team. Initiate your onboarding with IT. Set up a system straight on to provide your recruits with their credentials and accessibility right away.
Keep the onboarding process interactive
Having a career for any recruit to any company is one of the most important parts of his life. Now without any exchange of ideas and mutual understanding, this could create chaos between the management and the newly hired recruit. The recruiting executive or the manager can surely avoid this chaos by developing a collaborative approach and developing a remote-virtual profile training platform for a better outcome. During the virtual orientation program, communication and interaction enable a new individual to grasp the business functions and establish a sense of connection. To significantly improve engagement and educate virtual staff, HR professionals could also provide product demo videos, user-friendly games, and assessments.
One-on-one conversations should be done regularly
All across the orientation program, constant, purposeful interaction is critical for establishing a relationship with the new employee’s team and the organization as a whole, as well as ensuring that they have the skill and equipment they need to succeed. To make meetings more personalized and encourage team engagement, ask staff to engage over their video when conferencing. Schedule one-on-one meetings with new employees once a week to check in and give encouragement. Executive’s management should follow up with new personnel frequently. Since working from home inhibits the organic connections that occur when individuals work together in a workplace, more frequent check-ins may be required than in a typical onboarding procedure.
Get your recruits into your review system as soon as possible so you can tailor the onboarding process to their specific needs, develop better the orientation and training process for future recruits, and assist new workers in successfully adapting to and developing their responsibilities.
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