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New starters joining during lockdown poses a new challenge for businesses. Without meeting their team, seeing office space, and answering those important first-week questions, new starters could be forgiven for feeling a lack of unity with their new business.
Fortunately, a remote onboarding strategy can ensure new employees join seamlessly. All it takes is a few simple actions to make a significant change to the success of your new team member from day one.
Communication goes a long way, so once the job offer has been accepted, make sure you stay in touch. Calls, emails, and texts are all easy to do and the reward will be a bought in and engaged new starter.
A business’s most valuable asset is time, so save it. Moving everything online can streamline the entire HR process, especially when onboarding people remotely.
This makes the candidate feel that the are truly part of something. They are trusted with company equipment and with that comes responsibility and connection.
Encourage the team to send connection requests and welcome notes on linkedin to the new starter – the more individual the better!
The Search UK HR team all did this for me and it made the world of difference. Despite the team being based all over the country, I felt part of something great before I had walked through the door.
Make their welcome pack relevant to your business and their role. It’s a chance to get creative and deliver something personal and useful for the new starter. Alongside this, you can provide a contact sheet which details the people and places important to their role.
By setting up a variety of virtual training sessions, you’re helping the new employee get up to speed as quickly as possible. These can be delivered through interactive workshops, one-to-one sessions, screen sharing, remote access control, and independent learning through pre-recorded sessions.
The onboarding process doesn’t end on the employees first day. It’s important to set time to deliver feedback on how they’re doing. Starting a new role, the new member of the team may be unaware if they’re meeting the standards expected, especially when working remotely, so setting aside time for feedback is important.
Whether this is done openly or in private is down to the team leader, but a combination of both is usually an effective approach.
At Search, we’ve been working within the HR sector for over 25 years. During this time, we’ve seen the industry change to match new demands and employee needs. So, if you’re an HR expert looking for your next challenge, or you need to bolster your team of experts, I am here to help. To take the next step, get in touch today.
My name is Jessie Swinfield. I am a nomad, a third culture kid with a totally cute (but often overbearing) obsession with my dog, Frank. I have worked in the HR recruitment world for 5 years now and I really can’t imagine doing anything else.
I love writing about the HR market in my spare time and on top of the day job because I have a real passion and interest in the subject.
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