Most workers are doing their job from home, and as COVID-19 spreads, businesses are increasingly adopting the new normal. Remote working has been found to boost productivity, decrease the absence of employees, reduce turnover, and save money, in addition to lowering health concerns.
Remote workers are more productive and cost less, which is an important benefit for businesses in a down economy. As your organization realizes the benefits of a remote workforce for onboarding, it’s likely that you’ll recruit and onboard some of your new workers from afar. For recruiting remote employees it is important to have a great HR onboarding software that will help you to create a top-notch onboarding process because when you design a good onboarding process, you’re setting the tone for the rest of the employee’s time with your organization. Because recruiting remote employees is so important, we’ve developed a list of effective suggestions for HR professionals to create a good onboarding process.
1. Keep in mind that onboarding remote employee is different
It’s important to remember that being on the receiving side of an onboarding process when it’s taking place remotely is more difficult. Every new employee should be greeted with a positive, engaging welcome into the organization, and delivering this warmth from afar might be difficult. This is especially crucial if you’ve employed someone who has never worked remotely before, because they may not know what questions to ask.
2. Don’t overwhelm people with too much information and tasks
Throughout their onboarding experience, the average new employee has many activities to do, which is enough to overload anyone. If you apply excellent digital tools to streamline the quantity of the important tasks, you will earn your employees’ trust. Since onboarding is not a one-and-done activity that you can check on your to-do list, you’ll be more productive if you maintain a high level of interaction over time. It’s a good idea to plan ahead, it can take up to a year to get new employees up to standard and performing at their best.
3. Engage managers in the onboarding process
Workers are much more likely to agree strongly that their onboarding experience was extraordinary when supervisors and high-level management teams take an active role in onboarding. Relationship building with remote employees requires early recognition from managers, and a direct supervisor can acknowledge and appreciate new workers every time they reach a major onboarding goal. Managers also play an important role in engaging with HR to create a corporation recognition culture.
4. Prioritize recognition and rewards
It’s all about building a company’s community and culture. It shows your remote employees that they are valued by the company for who they are when you treat them as individuals and provide them specific rewards that they want.
Offering incentives throughout the onboarding process sets the tone right away. You’re basically demonstrating to the new recruit that they’re important to the organization. Simultaneously, you’ll need to include the new remote employee in your company’s overall recognition program. Remote workers also want to feel like they’re part of the larger team, and they need to be acknowledged and appreciated right away.
5. Nurture relationships
When starting a new job, a huge number of experts claim that not being welcomed and introduced to their coworkers is an issue a new employee commonly experiences. If your workforce is geographically dispersed, this problem becomes even more difficult. Employee engagement will rise on both sides when you provide them the chance to connect with their coworkers. Make it a priority to give remote employees a greater sense of belonging and connectivity when onboarding them.
For many businesses, onboarding remote workers are unknown territory. Whether you’re just starting to establish a remote staff or already have one, don’t overlook the onboarding process. It’s a critical first step that companies must do right.