Remote on boarding is a critical component of your talent management strategy, whether you are recruiting remote employees as part of your digital transformation or in response to the pandemic. Remote on boarding allows your new employees to feel welcome right from the start.
On boarding increases the productivity of your new hires by 59% with 69% of the employees likely to stay in a company for three years, thanks to a great on boarding experience. Unlike orientation, which lasts a shorter time, on boarding is an ongoing and comprehensive process that can last as long as 12 months.
If done correctly, the results are higher job satisfaction, increased productivity and performance, and lower turnover. But to do on boarding correctly, you need to be aware of some best practices to apply, especially now that you are hiring remote employees.
As a job and HR agency in Singapore, we’ve prepared 6 best practices tips to keep in mind during remote on boarding.
1. Create an On boarding Plan
The first step would be to create a detailed remote on boarding plan for a smooth transition for your new remote employees. A good on boarding plan keeps you focused on the most important things during the on boarding process.
Remember that the on boarding plan is not something you develop once you hire a new employee; it should be part of your recruiting policy. On boarding picks up from where you left off in the recruiting process and extends the candidate experience to their first months in the company. Therefore, the on boarding plan should lead to the same or an even better experience for the new employee.
It should reinforce the new employee's conviction that they made the right decision to join your company. It should help them interact with other employees, increase their productivity, and get them excited about your company’s mission, vision, and objectives.
Here are some steps to help you create an employee on boarding plan for your remote hires:
A. Establish your on boarding goal. In most cases, the goal of an on boarding program is to equip new hires with the necessary knowledge, skills, and behaviour required to become effective members of the organization. To achieve this, you need to develop clearly defined goals that set the expectations for the organization and the new hire.
The next step involves creating the on boarding team, which ideally, should engage managers, HR, and co-workers. Engaging your employees in the on boarding process helps your new hires settle into the company and immerse themselves into your organization’s culture.
B. Identify role models that want to help new employees settle into the organization. Designate a culture buddy who can help the new employee identify and adopt behaviours that fit with the organization’s culture.
C. Identify key milestones that you can use to measure the effectiveness of your on boarding program. You should set milestones for the first month, the first 90 days, and then the first year of the employee working with your company. Performance reviews, especially after one year can help you identify the strengths and weaknesses and plan for the continuous development of the employee.