Modern times and employment can be confusing even for HR experts who have been doing their job successfully for years. With the onset of the pandemic, the need for workplace flexibility has grown significantly. And while some companies insist on returning to office work or the hybrid model, others are perfectly fine with employees choosing how to work. And of course, working from home is just as demanding as in the office, so it must not be reduced from its relevance.
However, hiring can be a big challenge for the company, from the interviews to the onboarding process, which is already part of the practice of all HR specialists and experts. If you’re one of them, we’re sure you’ve read hundreds of blogs and Onboarding FAQs about the topic by now, so we decided to summarize all this knowledge in a nutshell. This ensures an easy process for both the employer and the employee.
1. Technology investments
Every company must utilize online collaboration tools such as video conferencing and virtual meeting platforms to facilitate virtual team building and communication.
It all starts with the interviews and then leads to the next phases until the final decision is made. After that, the company should talk to the employee about whether they have the proper technology to work from home.
2. Working from home flexibility
Many companies have strict working hours that may work when all employees are from the same area. But, when you hire internationally, you’ll have to change this approach. Maybe you should allow employees to choose the hours and days they are most productive, and to work from wherever they are most comfortable and effective.
Keep in mind that even flexibility should be limited because the company culture exists for a reason. Don’t let the modern approach ruin it. Be flexible, but set boundaries too.
3. Develop an online onboarding program
When working remotely, employees may not be able to personally attend to the whole process. That’s why you need to use online resources such as videos, e-books, and interactive tutorials to help new hires learn about your company culture, values, and mission, as well as their job responsibilities and expectations.
People successfully run these things online, using tools like Zoom, ClickUp, Microsoft Teams, Google Meets, and other collaborative tools. You don’t need to implement hundreds of them. Find the ones that are indeed valuable for your company.
4. Access to training materials
New hires must have access to all the tools, resources, and training materials they need to do their jobs effectively. Don’t limit it. Instead, offer your assistance through the process, and share their personalized onboarding folder with them. This way, they can get back to something that’s currently not completely clear to them, without having to schedule additional calls with you.
5. Organize virtual team building
It’s time to accept that traditional team-building programs aren’t really attractive to employees. Keep in mind that they don’t want to spend their weekends with coworkers after they dedicated 40 hours of their time already.
On the other hand, team-building activities are useful for team development and creating a feeling of closeness and synergy. So, use the perks of the technology and encourage virtual team-building activities and opportunities for remote employees to get to know one another and build relationships.
Put the schedule during working hours, for example on Friday, and choose interesting topics to talk about. Make sure it’s not work-related because employees will hate these online team buildings.
6. Check on the employee
Schedule regular check-ins with remote employees to assess their progress and provide support as needed. Encourage them to talk about the challenges they face working for the company, and offer solutions that will be appropriate for both sides.
You can say something about their current performance, and we suggest you highlight their successfully completed tasks, showing appreciation. Address the issues on time, and motivate them to openly talk about their challenges. People really love this type of company culture and are more likely to stay loyal.
7. Help the employee feel valued
This is such a challenging thing to do because new employees are practically in a test phase where they prove the company right for hiring them. But, don’t forget that the company also goes through a test, so the employee can decide if they did the right thing choosing them. It works both ways, and we all must appreciate that.
But, can you do something more to help the employee feel valued, even on their first day at work? The solution is very simple, even though it’s hard to give value to their one-day job. Celebrate virtual milestones, such as a remote employee’s first day on the job or the completion of their onboarding program, to help them feel valued and appreciated.
8. Be prepared for any possible outcome
Chances are employees will like the welcoming part, and pass the onboarding process successfully. Surely, there are many other possible situations, like not liking the environment, or having issues with the way the company works. That’s why it’s important to talk a lot during the interviews, and never set an unrealistic image of the company.
People are very complex and may give up after the test period, or embrace the challenges and be the best employees ever. That’s why CEOs and HR departments must be ready for every possible outcome. It’s not great to think about a good employee leaving, but that’s a natural part of the process.
Remote working eases so many things, but at the same time, on the other side of the border, other things become more and more challenging. But, we must say it works perfectly because companies save money on bigger offices and equipment, and employees save both time and money on traveling to work, eating outside, and buying coffee to go.
It’s not the most perfect way to organize the company, but with all tools and technology available, we must say that remote working will change the world forever.