INTHEBLACK February 2024 - Magazine - Page 50
WORK SMART
REMOTE CONSIDERATIONS
While some companies may prefer new hires
to attend onboarding events in person, when
this is not feasible, Drew says companies
should take steps to make remote workers
feel prepared and included.
“You could start by sending a welcome
package to the new hire, including a laptop,
headset, notebook and any other items to
help the new hire feel valued and excited
ahead of their first day,” she says. “Include
clear instructions on how to set up the
hardware and connect on their first day.”
Drew also recommends managers set up
video meetings with relevant stakeholders
to introduce the new hire and create a
personalised onboarding plan, outlining
objectives, activities and timelines.
“Book regular video meetings to check in,
answer questions and provide feedback,” she
adds. “This is essential for remote workers,
who may feel isolated or disconnected from
colleagues or their manager.”
DIGITAL TOOLS
READ
an INTHEBLACK
article on virtual
onboarding
50 INTHEBLACK February 2024
“Aside from it being a user-friendly way to
onboard, it’s also more secure than sending
documents via email,” says Rachel Sands-Hall,
talent acquisition manager at Pitcher Partners.
From a customs and culture perspective,
Sands-Hall says the “buddy” system at Pitcher
Partners ensures new hires have a dedicated
person they can approach to ask questions or
raise issues. It is also this go-to person who
introduces them to – and drives integration with
– the wider team.
In addition, a weekly induction session and
monthly morning tea can encourage new joiners
to learn more about the company and meet peers
in an informal setting.
Sands-Hall says it is the new hire’s direct
manager who is responsible for coordinating
training and development, initiating connections
with relevant stakeholders, and explaining where
they fit into the company’s overarching mission.
Given that so many people are involved in the
onboarding process, it is important to define
everyone’s roles and responsibilities, Sands-Hall
says. “There’s a part to play for lots of different
people to make sure the onboarding process is
smooth and enjoyable for the new joiner.”
A range of technology solutions exist to
streamline the onboarding process.
In addition to ATS, workflow automation
and staff management platforms such as
ServiceNow and BambooHR offer tools that
enable hiring teams to simplify administrative
and compliance tasks.
Standalone onboarding platforms such as
Workelo can also be integrated into existing
employee management programs. Such
solutions can also deliver online training
modules and digital onboarding checklists.
Drew adds, “Personalised video welcome
messages, social collaboration tools, live
webinars and virtual workshops are also
solutions an employer could consider
adopting. Some organisations are even
looking into virtual reality tours.”
Whether online or in person, Sands-Hall
says companies should maintain aspects
of the onboarding process, such as
providing regular feedback and networking
opportunities until the end of the new joiners’
probationary period.
“Things will taper off after two or three
months,” she says, “but checking in with them
after that time is still important”.
