The current social distances measures the UK is adopting due to the health crisis, has certainly affected the way in which new employees or candidates are being introduced into their new positions.
Although the current circumstances are very much different, onboarding candidates the right way is essential. Ensuring that they have all of the information and resources they need will help them settle in quicker and get to work sooner. There are some essentials in the ‘onboarding handbook’ that need to be adopted within the recruitment process.
Without face-to-face and physical contact, sometimes dialogue over email or sometimes on the phone can be interpreted differently. Candidates must clearly know the position in which they are applying for, as well as the duties in which they will be carrying out. The last thing you want late in the recruitment process; or even once it’s complete, that a candidate has pulled out due to miscommunication of the job. It will save time on both parts.
Setting expectations for the position is important. As the role is likely to be conducted remotely, clearly set out what you expect from the candidate on a day-to-day basis. Clearly laid out working hours and whether they should spare an hour or two for meetings or introductions.
It could help to set your employees with a specific work schedule with times they should be online and available to communicate. However, some companies don’t mind when their remote employees work, as long as they deliver quality work on time.
The paperwork is probably the most important factor for both parties as it is where either you’ll acquire a new team member or carry on looking. Signing paperwork physically won’t be a possibility under current circumstances; however, there is technology available that will allow a new employee to sign the necessary paperwork and return it.
Online services such as DocuSign and HelloSign can help quicken the process.
When you’re starting a new remote working position, you must make sure that you have all the necessary equipment to carry out day-to-day duties. It’s common to think anybody who is working from home will have the necessary equipment, but that isn’t always the case. A desktop/laptop, mouse, keyboard, and a stable internet connection usually covers it.
There may be additional software that will require installation or perhaps logins; the IT department (if there is one) can assist with that setup.
The new member of the team may have some background on the business, but providing them with some material may help expand their knowledge on the company. Material such as an employee handbook or a company presentation could help them settle in and understand the basics, covering the company culture as well as past achievements and future targets.
It’s very likely that the method of communication during the current period will be via phone or another communication tool. Clearly layout the best ways to contact team members and how to troubleshoot communication technology if needed.
By new hires understanding how to communicate effectively throughout the team remotely, the necessary information can be passed to the correct personnel to ensure productivity towards task completion.
Employees with support during onboarding are 54% more productive as new hires. A well thought out plan with action items and goals for each milestone. This can be a living document and grow and change with the employee; depending on the progress they are making.
If your new hire hasn’t met their new colleagues, it could be a good idea to set up a video conference to introduce them. Make them feel comfortable from the get-go!
The onboarding process and settling into 'normal' can be tricky for both the new-starter and employer. By making sure everything is in place for a smooth transition, will ensure long term success!