The document discusses the increasing importance of effective onboarding processes for remote employees, especially in light of the growing remote workforce since 2019. It emphasizes strategies like pre-boarding, communication, and technology provision to create a welcoming environment for new hires. It also highlights the need for regular interaction and engagement to ensure successful integration into the company culture.

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One can see the increase in the growth and demand in the remote workforce since early 2019, the
pandemic.Butthe change intidescanbe seenwaybeforethe pandemic.From2005 for the large number
of individuals who opted for remote working the stats were at the peak and still growing according to
some surveystill today.With the numberincreasingwithremote workers,the companieshave to make
some changesto onboardthe newcandidateswithease.Aneffectiveandbetterwayof onboardingnew
employeeshelpsinimprovingretention.There are manyemployeesoutthere whofeel theironboarding
experience wasnotgreat or theymightget tangledmore withthe administrative andpepperworkthan
needed.Anyorganizationorcompanyhasto understandthattheyshouldfocusmore onthe peoplethan
pushing papers around.
A responsible recruiter knows about the challenges and will try to work out the best possible outcomes
withoutanyconstraintstothe companyor the candidates.A recruiterknowsthatitisthe optionof going
to the new employee’s desk and starting introducing them to other colleagues.
If you're responsible for recruiting new and integrating remote workers, you're well aware of the
difficulties. You can't simply accompany them to their workstation and present them to the rest of the
employees.Orientationandtrainingof remotestaff,luckily,donothave tobe complicated.Youcaneasily
integrate your new remote employee and assist them to become a perfect match for your workplace
culture with a little planning and providing details.
Commence with the pre-boarding process
Whenyou are recruitingforthe remote workprofile,youmuststartwith the bestpossible pre-boarding
strategies and processes. Pre-boarding is a procedure that begins with the acceptance of a contract.
Ascertainthat your newhire has access to the network, emailsorchats, projectexecution,instructional
sessions,andanythingelsetheywouldneedonaroutine basis.Communicationisthe keyrole forremote
onboardingasyouwantyournewhire tofeel welcomedandconnectedwiththe (remote)workplace.The
rightandbestpracticesappliedforthe pre-boardinghelpyournew employeethinksthathis/herdecision
is right to work for your company.
Recruits should be online as soon as possible
Once the candidate is on board and starts his/her day with the team, it is important to make him/her
online ASAP and connect him/her with other colleagues through the web and digital workplace, i.e.
company’s network/intranet. The remote workplace requires certain tech and hardware for the
employees for communicating such as messaging apps,video conferencing toolsand software, if any of
the things are not provided to the new hire, he/she might feel cut off from asking questions and
connecting with the team. Initiate your onboarding with IT. Set up a system straight on to provide your
recruits with their credentials and accessibility right away.
Keep the onboarding process interactive
Havinga careerforany recruittoany companyisone of the mostimportantpartsof hislife.Nowwithout
any exchange of ideasandmutual understanding,thiscouldcreate chaosbetweenthe managementand
the newlyhiredrecruit.The recruitingexecutiveorthe managercansurelyavoidthischaosbydeveloping
a collaborative approachanddevelopingaremote-virtual profile trainingplatformfora betteroutcome.
Duringthe virtual orientationprogram,communicationandinteractionenable anew individual tograsp

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the business functions and establish a sense of connection. To significantly improve engagement and
educate virtual staff,HR professionalscouldalsoprovideproductdemovideos,user-friendlygames,and
assessments.
One-on-one conversations should be done regularly
All across the orientation program, constant, purposeful interaction is critical for establishing a
relationshipwiththe newemployee'steamandthe organizationasawhole,aswell asensuringthatthey
have the skill andequipmenttheyneedtosucceed.Tomake meetingsmore personalizedandencourage
team engagement, ask staff to engage over their video when conferencing. Schedule one-on-one
meetingswithnewemployeesonceaweektocheckinandgiveencouragement. Executive’smanagement
should follow up with new personnel frequently. Since working from home inhibits the organic
connectionsthatoccur whenindividualsworktogetherina workplace,more frequentcheck-insmaybe
required than in a typical onboarding procedure.
Get yourrecruitsintoyourreviewsystemassoonas possiblesoyoucan tailorthe onboardingprocessto
theirspecificneeds,developbetterthe orientationandtrainingprocessforfuture recruits,andassistnew
workers in successfully adapting to and developing their responsibilities.
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