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Successful remote onboarding

Julie Leprohon
by Julie Leprohon Read time : 3min
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With working from home, social distancing, protective measures, and more, it's been a real challenge to on-board new talent during the pandemic. However, despite coronavirus, some sectors are doing well and require new staff for ongoing business development more than ever.
Need to consolidate your workforce as a result of changes in your company? Finally found the right candidate and wondering about how to onboard them remotely? Our HR experts share their tips for a successful onboarding experience!

The challenges of remote onboarding

Recruitment takes time, energy and resources. It will cost you an average of €7000. So, onboarding needs to go well to ensure that your recruitment process runs smoothly and is a success.

Welcoming a new employee at a distance involves more instruction and support. This makes the challenges and goals even more complex. You should help your talent to understand their new digital tools, shed light on different company processes and guide them through the roles of your staff.

This support will not only strengthen your relationship with your talent, but also boost their motivation and performance. By helping them find their way, you are showing an interest in their wellbeing: an area that can influence someone to stay in or leave a new job role.

1 in 2 employees have considered not completing their probationary period.

Our advice for good remote onboarding

Prepare for their arrival

The right equipment

You must have the right tools ready for new staff working from home. If you can't hand equipment to a new employee face-to-face, you can use a home delivery service or get a staff member to deliver (much nicer, but make sure protective measures are in place!).

The new staff member will need a computer, camera and headset to improve their experience on video calls. They may also need a business smartphone, a mouse, possibly a portable printer, various stationery...(and why not a welcome pack to spark their interest in your company?!).

Also think about their wellbeing. Make sure they have a proper work setup at home with an office chair for better posture and a laptop stand.

The right training

New tools mean adapting and training. Why not use short video tutorials to help your talent get to grips with their tools? Have an IT team? Perfect, then your new staff member can ask all their technical questions remotely and not feel completely helpless!

The right documents

Equally importantly, don't forget to provide your new staff member with all their login details for their business inbox, internal software, collaborative platforms, etc.
Give them contact details for the HR department, their manager, colleagues, etc. before they take up their role.
Put your welcome memo in their welcome pack with things to remember and important documents about life at the company: an organisation chart with photos, administrative files and regulations.
The organisation chart will allow them to familiarise themselves with the different faces they will meet on video calls or during face-to-face days.

40% of companies admit to not providing information about their process
before their new recruit arrives.

Give them a warm welcome

Welcome onboard!

That's it, your employee is all set up at home and has their equipment. HR Manager, HR team: it's time to call your new recruit! This is a great opportunity to welcome them, introduce their tools and answer their questions. For a nicer experience, you can celebrate their onboarding as a team with a breakfast or coffee at a virtual meeting.
This first video call isn't to intimidate your new recruit, but rather to build their confidence, help them remember their colleagues' faces and discuss everyone's statuses and roles.

Explain who they are to teams ahead of their arrival

Before your new staff member joins the company, send your teams their profile. Why not ask them to introduce themselves in a few words or with a video you share with your staff before they take up their position? This way, everyone will be able to refer to their hobbies and professional experience. Great fodder for those early conversations!

Involve your teams!

Think: collective & interests

Your staff are your best ambassadors! Give them the opportunity to support your new recruit. This is a good way to give staff more responsibility and trust.
A good compromise is to appoint a "buddy" to support your employee during their onboarding. The buddy can explain how the company works, provide anecdotes, shed light on meetings and introduce them to other staff. This discussion will be done remotely. On face-to-face days, the buddy will show your new recruit the common areas, offices and local area (tips on restaurants that do click & collect at lunchtime will always be appreciated!).

Breaks are key for a well-balanced (home)working day. Take the opportunity to set up special moments such as virtual coffees to allow your new staff member to network with teams and discuss non-professional topics.

58% of new recruits who are properly onboarded are still part of the workforce 3 years after their arrival.

Trust your new recruit

Give them the floor!

Make your new staff member feel welcome! Suggest they do an Initial Observations report so you can solve any problems they are having and improve your processes. Also listen out for their suggestions. For example, invite them to share their experiences during a remote meeting. You can also organise "day in my life" one-to-one meetings with teams to help your new recruit understand each person's role.

80% of new staff decide to continue their role at a company
in the first 6 months

Are you an HR Manager or working in the world of Human Resources? Has the pandemic shaken up your way of working? Is it now impacting your daily life? Have your tasks changed due to the coronavirus? Have you ever thought about digitising your HR functions?


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