The growth of the COVID-19 pandemic is alarming. The safety and well-being of millions of people in the world are at stake. Business growth is also feeling this pain. On the advice of the CDC, many companies across the world have switched to work remotely. Several companies are cutting down on budgets, hiring, and overall growth plans. Moody’s Analytics expects that approximately 80 million jobs in the U.S. are at moderate or high risk. 

Every company can not afford to halt the hiring plans completely, as there are some specific roles essential for sustaining the growth of business amid these unpredictable times. Instead of going for in-person interviews and events, virtual recruiting will be a new approach at this COVID-19 outbreak. Onboarding is different because it involves a series of meetings as it is the first official impression of a firm. 

Here are some key steps to improve and execute a successful and stress-free virtual onboarding process. 

Streamline The Number Of Activities

According to Sapling, on average, the new hire has to perform 54 activities throughout their onboarding experience. These activities can reduce the ramp-up time of the employee and can make it difficult for them to learn essential skills and responsibilities associated with their jobs. If the onboarding activities hinder the employee’s capability to execute the job, then it will cause self-doubt, stress, and anxiety. 

Information sharing is important, but it’s also important to balance the employee’s motivations, learning practices, and professional development goals. It is necessary to realistically streamline the onboarding processes so that the activities put the employees on the path toward long-term commitment and satisfaction. Use online tools like videoconferencing, scheduling software, and internal communications platforms to make sure the necessary onboarding meetings occur virtually. Try to keep the meetings engaged, focused, and productive. 

Instruct Managers On The Significance Of One-to-one Time With Direct Reports

According to research, approximately 20% of all new hires quit in the first 45 days of their jobs. At this point when the onboarding processes are conducted virtually, it’s more important to make the experience right. This can be done by instructing the managers on the importance of individualized meetings with their direct reports. It can create a huge variation in the success of onboarding programs. Knowledge and learning require an open and effective flow between both sides.

Upgrade Digital Tools For Better Communication And Engagement

When the employees are working remotely, it is easy to isolate and disengage from others, especially for the newly hired employees who did not get the opportunity to experience the company’s culture.

This is where social networks and digital tools provide enormous potential in the abilities to bring communities of remote employees and globally dispersed together.

Conclusion

At this coronavirus outbreak when the employees are working remotely, the companies need to lean into the socially collaborative nature of digital tools. The use of digital tools is essential for the success of virtual onboarding programs.