Due to the pandemics, the best and safest way to do all activity nowadays is from home. Considering the health issue and the new health protocol, some of the organizations finally choose to do their work remotely until now. Yet business doesn't stop and recruiting is still ongoing. So when you have new members of your organization, how do you onboard them smoothly?
Mrs. Novy, Head of HRM Employee Recruitment (Act.) from DEOS Group shared her experience of doing it within her organization. “During the pandemics, DEOS Group has done its onboarding remotely, especially for working contract explanation and signature processing, to the completion of new employees’ documents,” she shared. “But the new hires are still required to come to our office on his/her first day, to meet the user/lead face to face. It’s just half-day, to brief them about their tasks, workflow and so they can take assets such as company laptops. Fingerprint submission is also done on this day.”
“The urgency of Remote Onboarding has to be adjusted to an organization’s type of business and the new hires’ position. For a position that requires handling of assets or hands-on explanation with practice or certain technical settings, you still need a face-to-face session at least on their first day of working,” she elaborated.
Afterward, when it’s time to think about the training, you can break down the training into small elements. After completing each step, assign the employee a series of activities that allow you to assess his or her understanding of the task. When the employee has mastered an item, move on to the next one. You can begin assigning real work with short deadlines so you can provide detailed feedback. It’s important to point out mistakes and reinforce correct work methods before too much time has passed.
Building relationships between on- and off-site colleagues is important. Communication is key. Speaking “face to face” via video chats, instant messaging, and conference calls helps strengthen connections. Always remember to include remote workers in meetings, and encourage them to share their ideas and opinions. Or assign them to an on-site mentor or coach, whose goal is to make the remote worker feel like a member of the work family.