Coronavirus: How to continue onboarding remotely

All ‘this’ won’t be forever, but businesses must quickly evolve to ensure they’re not left behind. Consider putting together an onboarding program that outlines exactly what the employee, manager, and employer should be doing in that timeframe. 

Here at ESP, we’ve spoken to hiring managers that are continuing their recruitment process as normal. However, the recruiting bit is easy – what do you do when the new employee has joined and you can’t have post-first-daydrinks to break the ice?  

We’ve gathered some steps to take to make sure the onboarding process is as smooth as possible for all parties. 

Before the employment offer:

  • Outline clear expectations for the role – working hours, how you expect the employee to update you, how/if you will monitor output.
  • Expectations and the reporting of how the expectations are met should be set.
  • This is the perfect time to ensure your online presence is reflective of your company culture and who you are as a company. Prospective employees have limited online access to the company’s brand.
  • Encourage your current employees to write Glassdoor reviews – the more honest, the better. Being honest about who you are as a company will attract employees that align with your values and culture. 

Before the first day:

  • Send a welcome email before the first day. This should include: itinerary that outlines your onboarding program, business handbook, FAQs answering common queries, a contact number for HR department/manager for if they have any further questions.  
  • Send a ‘Welcome to the Team’ pack – a nice letter personally welcoming them to the team along with branded pens, notebooks, mouse pads, mugs, etc. 
  • Ensure that your new starter is properly equipped to work remotely – secure VPN access, fast internet provider, office desk, office chair, etc. – offer to provide these things if they don’t have them. 
  • Order necessary equipment to have shipped to their house – laptop, mobile phone, printer, webcam, second monitor, etc. Provide step-by-step instructions on how to set this up with the necessary applications or schedule a video call to go through this process.  

Once they’ve started: 

  • Be mindful of the fact they will be overwhelmed with information, online training, meetings without the social interaction to soften the overload – consider how these can be spread out. 
  • Make good use of our saving grace, Microsoft Teams. Schedule individual calls with the team – introducing themselves, giving an overview of what they do, and how they’ll be working collaboratively.  
  • Arrange fun, creative ways of breaking the ice with your new starter that align with your company culture. This could be an interactive quiz, a fancy dress video call, etc.
  • Stats show that 33% of employees make the decision of if they see themselves at a company long term within their first week. Make the first week count – remotely or not!  

What is now considered ‘the new normal’ will be ‘the old normal’ in (fingers crossed) a couple months. Keep your business running as normally as possible, keep developing your teams and keep on keeping on!  

If you’re continuing your recruitment processes remotely, check out our guide to writing the perfect job description which draws from what some of the top, senior salespeople have told us they look for. 

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