The exponential increase of the COVID-19 is horrifying and wreaking havoc on the safety and wellness of millions of people in the world. Career fairs, in-person interviews, and on-campus events are common practices, but COVID-19 is reshaping the process of recruiting.
Rather than in-person interviews and events, several firms are adopting a new approach for recruitment by working digitally. This process involves sending information on recruiting platforms such as hosting videoconference interviews and meetings and remotely onboarding new hires.
This article delves into the best practices and methods for virtual onboarding to make the process straightforward, engaging, and stress-free.
1. Give Recruits What they Require to be Successful
As with in-person onboarding, the new hire has to do the paperwork, obtain the required equipment, and meet the team. This can be achieved by thoughtful virtual onboarding.
- Gather the Basics: Employees who are working remotely will need equipment like a monitor, laptop, and headset. For that, you’ll have information about the new hires like their phone number, email address, and home address. Once you get their confirmed start date, mail them everything in advance that they will need to get started, so that they can set up their workspace.
- Complete the Documentation: Virtual document signing is not new for firms working with organizations, consumers, or employees outside of the headquarters. These firms have certain software to send paperwork. The same can be done with the new hires by uploading all the paperwork in a signing software and sending it to the new hire that they need to sign before the starting date.
2. Get to Know the New Hire Through their Virtual Onboarding
Building new relationships virtually can be challenging. These suggestions will assist you to build a trustworthy relation with the new hire.
Set clear expectations
Uncertainty is the most concerning aspect of working remotely. Put forward everything that the new hire needs to understand to be successful and prosperous in their new role. Tell them about the working hours, tools that will be required for the communication with the team, meetings, and anything that is expected of them.
3. Train New Hires on How to use Collaboration Software
For people working remotely, collaboration tools are important to success. These tools allow teams to share files and project plans, communicate, schedule meetings, and more.
- Put the ‘teacher hat’ on: Make the new hires familiar with the collaboration tools that you use. Give them documentation about how to sign in and use the tool before their first day.
- Grant them Access: If the firm needs licenses or has strict permissions for the software used, make sure to grant access as required.
4. Make Culture a Priority
In remote working, it is challenging to portray the culture that makes the office culture unique. But it is important to ensure the team members that culture is necessary, both inside and outside of the office.
- Build unity through software: It is quite easy and simple to keep people connected with the help of so many collaboration tools. It assists the team members to communicate with each other. Videoconferencing allows team bonding and is a fabulous method to host virtual culture events.
- Provide resources: Make the new hire comfortable by equipping them with the resources that they will require to be successful.
Virtual onboarding is an easy and simple task if executed properly. Make a plan to address virtual onboarding. The onboarding plan should render valuable social cues and allow the new hire to understand the digital work environment in meaningful ways.