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How do you onboard and integrate new hires remotely?

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Onboarding and integrating new hires remotely can be challenging, but also rewarding. You want to make sure your new employees feel welcome, engaged, and productive from day one, even if they are working from different locations, time zones, or cultures. How do you achieve this goal without compromising on quality, efficiency, or communication? Here are some tips and best practices to help you onboard and integrate new hires remotely as a full-life cycle recruiter.

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Kimberly Haught

#bettercallkim - Global Director of Talent Acquisition & Attraction @ CSG
Grace Nguyên Lê

Talent Acquisition Specialist at Samsung Electronics HCMC Ce Complex
Bakht Awar Tariq

I Connect People with Their 'Why' | Personal Growth & Career Development Partner | Talent Management & Talent…

1 Prepare the essentials

Before your new hires start their first day, you need to prepare the essentials for their remote work. This includes providing them with the necessary equipment, software, and access to the systems and platforms they will use. You also need to send them the relevant documents, policies, and procedures they need to review and sign. Make sure you have a clear and consistent process for delivering and receiving these items, and check that everything works properly.

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Grace Nguyên Lê

Talent Acquisition Specialist at Samsung Electronics HCMC Ce Complex
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When the Covid came, we would change all the onboarding process from on site to remote - Coordinate with IT help desk to change and upload all data into cloud and make an instruction document for staff (new hire - regular staff) to use VPN access to company SAP , cloud data - Checking with delivery vendors for sending laptop, onboarding kit - Customize all meeting and documents for training online and assign specific trainer who have experiences in using technique and liven up the atmosphere. online meeting especially in new people without any knowing about each other could cause some awkward moments. - Contract and offer must be sign via E-sign - Create consent policies / confidential data protection policies

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2 Plan the orientation

Orientation is a crucial part of onboarding, as it helps your new hires get familiar with the company, the culture, and the expectations. You need to plan a comprehensive and engaging orientation program that covers the basics, such as the mission, vision, values, goals, and structure of the company, as well as the specific details, such as the roles, responsibilities, and expectations of their team and manager. You can use a variety of formats, such as videos, webinars, quizzes, or games, to make the orientation interactive and fun.

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Kimberly Haught

#bettercallkim - Global Director of Talent Acquisition & Attraction @ CSG
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Orientation should not solely be focused on getting new hires acclimated to systems and processes, but also the people and culture within an organization. Consider a "new hire mentorship" type program, inform them about internal resources such as community projects or employee belonging groups. It's critical to connect people in a remote environment.

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Bakht Awar Tariq

I Connect People with Their 'Why' | Personal Growth & Career Development Partner | Talent Management & Talent Acquisition | People & Culture | Strategic HR Planning | Business Recruiter @ Motive
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Having a planned orientation plan for a new joiner fosters a sense of belonging, confidence, and understanding of their role and the company's values. It also leads to increased job satisfaction, productivity, and retentio. It further demonstrates the company's commitment to employee development and sets a positive tone for their entire experience. From the company's perspective, it showcases an organized, supportive image that is fully invested in its employees' success. This can attract top talent and enhance the company's reputation as an employer of choice and contributes to employee advocacy, with new hires more likely to speak positively about their experience, further bolstering the company's brand image.

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3 Schedule the meetings

Meetings are essential for communication, collaboration, and feedback in remote work. You need to schedule regular and frequent meetings with your new hires, both individually and in groups, to check on their progress, answer their questions, and provide them with support and guidance. You also need to introduce them to their colleagues, mentors, and stakeholders, and facilitate their networking and relationship-building. You can use different tools, such as video calls, chat apps, or social media, to make the meetings more personal and effective.

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4 Assign the tasks

Tasks are the core of your new hires' work and learning. You need to assign them meaningful and challenging tasks that match their skills, interests, and goals. You also need to provide them with clear instructions, deadlines, and feedback mechanisms. You need to balance the amount and difficulty of the tasks, so that your new hires are not overwhelmed or bored. You need to monitor their performance, track their achievements, and celebrate their successes.

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5 Foster the culture

Culture is the glue that binds your remote team together. You need to foster a positive and inclusive culture that reflects the values, norms, and behaviors of your company. You need to communicate the culture to your new hires, and model it yourself. You also need to encourage your new hires to participate in the culture, and provide them with opportunities and incentives to do so. You can use various activities, such as virtual coffee breaks, team building games, or recognition programs, to create a sense of belonging and engagement.

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6 Evaluate the results

Evaluation is the final step of onboarding and integrating your new hires remotely. You need to evaluate the results of your efforts, both qualitatively and quantitatively. You need to collect feedback from your new hires, their managers, and their peers, and analyze their satisfaction, retention, and performance. You also need to identify the strengths and weaknesses of your onboarding and integration process, and make adjustments and improvements as needed.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How do you onboard and integrate new hires remotely?

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1 Prepare the essentials

2 Plan the orientation

3 Schedule the meetings

4 Assign the tasks

5 Foster the culture

6 Evaluate the results

7 Here’s what else to consider

Full-life Cycle Recruiting

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