How can your new starter access the same level of support from home? In the Robert Walters remote onboarding series, we equip you with the toolset to make the shift to onboarding new talent remotely, overcoming the barriers that come with an absence of human, tangible interactions.
From checking in regularly, providing mentorship, to creating a safe space for honest and relaxed communication, you need to provide support in every sense to help your new recruit to reach that familiarity and level of comfort that organically occurs in an office environment. Take a look at our top tips to support your new hire remotely.
One-to-one interactions are important to get a sense of how your new team member is feeling and put them in a positive mindset to tackle new tasks. Schedule regular morning meetings between your new hire and their line manager, whether that’s you or one of your direct reports, to provide clarity during their first week.
Having a point of contact on stand-by means your new starter can drop them a quick line without any reservation and get a faster response.
You might want to think about assigning a mentor or buddy in your team to support your new recruit during their first few months at the company. Set aside time for Q&A sessions and ask your new recruit to compile questions for their mentor during the call so they can support with introductory training and tasks.
Working in an office allows time for basic questions to be asked as they arise. A new starter may not feel comfortable with querying their line manager directly, fearing they will take up their time if the question is too trivial. Having a point of contact on stand-by means they can drop them a quick line without any reservation and get a faster response.
Even if your new hire is accustomed to working remotely, a digital onboarding process will be navigating completely new territory for both managers and employees, so errors and miscommunications are to be expected during the first few weeks. Where a new employee may go wrong, be understanding and ensure they have the support to overcome and learn from any errors.
The most prevalent challenges for remote workers are isolation, loneliness and lack of facetime with co-workers. New employees especially are likely to suffer from this, so make sure the induction includes plenty of time for the new recruit to get to know the rest of the team, and vice-versa.
Your new starter will want to impress and overwork to let their employer know they can be trusted, resulting in the potential to work after hours and be at risk of burn-out. Make sure you instil the importance of unplugging and maintaining work-life balance from the outset. Share how you personally structure your day so your new hire follows suit.
Seven ways to create a stand-out recruitment experience
Recruiting top talent can be challenging, but it’s also an essential part of developing your business and meeting its long-term goals. Improving the way you hire will not only maintain the smooth operation of your business, but also ensure you attract the best talent on the market. To help you hireRead More
The art of managing people
Managing people is no longer simply a responsibility - there is now an increasing recognition of the importance of the skill of people management. How well or badly a team is managed can affect employee retention, productivity, creativity and even your employees’ health. So it makes good business seRead More
Top tips to make a hiring decision without the physical handshake
Creating the right connection with a candidate, as well as assessing their cultural fit and technical capability, is key to making the right hiring decision. But how can you feel confident when making an offer to a candidate that you’ve never met face to face? Here are our top tips to tackle the finRead More
Come join our global team of creative thinkers, problem solvers and game changers. We offer accelerated career progression, a dynamic culture and expert training.