If possible, remote onboarding best practices contractors with similar benefits as well, such as health insurance as paid time off, to make them feel valued and respected. As mentioned earlier, instant feedback is requested after every module completion on our learning platform. This helps identify any issues quickly and keeps information fresh. By addressing feedback on an ongoing basis, we can iterate and improve over time. It also lets your new hires know you’re paying attention and helps you to improve your onboarding process by iteration – even remotely.

Effective onboarding can greatly impact a new employee’s engagement and retention, which in turn positively impacts a company’s recruitment and retention strategy. It also helps to ensure that new hires are acclimated to company culture, understand their role, and can hit the ground running. Most companies include introducing the new employee to their team in the onboarding plans. For in-person workers, these intros are a courtesy that takes some of the pressure off of meeting a bunch of new people. Even for contractors brought on for short-term projects, it’s still important to provide opportunities to interact with full-time workers to gain a better understanding of the company. Their onboarding process will likely be shorter but should contain education on the company’s culture, work style, and expectations.

How Long Should Remote Onboarding Take?

Supervisors should also provide performance feedback immediately after a behavior they would like to reinforce or address. Also consider taking a more comprehensive evaluation , especially during your first year on the job. Carry out the coordinated work between Human Resources, IT, Communications and other areas so that both the labor documentation, technical and communication resources are ready for the first day.

This would include digitizing essential documents and processes to make them accessible for your remote employees. Set up an official training session to walk your new hire through important information, like how to perform job-specific duties or an overview of your team goals. A dedicated meeting gives your new team member an opportunity to ask questions as you go, just be sure not to make training sessions too long. According to a 2020 Microsoft study, video fatigue sets in at the 30-minute mark for virtual meetings—meaning it becomes much harder to focus past that point.

Talk about culture

In the case of remote workers, e-learning for employees can ensure that all new hires gain the knowledge they need to be successful. So go ahead and explore what technology has to offer for your virtual onboarding process. Find out what the best employee onboarding software for your business is.

The faster new team members are acclimated to the team, the faster they get up to speed and can really contribute. When it comes to new hires, onboarding isn’t just job training, it’s your first real experience with your newest team members. Now, with most jobs being remote, it’s even more important that you take the right steps to integrate your employees into your company within their first weeks.

Create a shared “questions” document

Additional challenges that are unique to remote employees include technical and personal issues, as well as inexperience working from home. “As onboarding for many jobs has now moved to be virtual, these challenges can be compounded by the realities of remote work.” Onboarding new hires is one of the trickiest challenges HR teams must face when supporting work-from-home and hybrid models. 67% of remote workers are looking for more work-related training. Provide opportunities for new hires to access online courses during or after orientation and a stipend for their personal and professional development of their choosing. Becca Van Nederynen, head of People Operations at Help Scout, found that a lot of new remote employees felt a sense of impostor syndrome.

• We don’t believe in monitoring employees’ work hours or checking in unnecessarily.
• Remote onboarding became the norm during the pandemic while many businesses struggled with it.
• Administrators could also think about cutting out nonessential online forms/paperwork or making the process of filling it out less tedious.
• The workplace culture might speak for itself with in-person employees.
• 71% of HR professionals still plan to use virtual onboarding for their new hires.