With the rise of teleworking, remote onboarding has become a major challenge for the integration of new employees. The reception and training of recruits, even virtually, require particular attention to ensure their full integration within the company and the smooth running of their employment. While technological tools facilitate this transition, they require appropriate planning and practices to prevent physical distance from becoming a barrier. Implement best practices for remote onboarding make it possible not only to strengthen the engagement of new employees, but also to effectively disseminate corporate culture through virtual means.
What is onboarding?
The term “onboarding” means The process of integrating a new employee into a company. This approach aims to familiarize the recruit with his work environment, his colleagues, and the values of the company.
This process typically involves several steps, such as: the reception, initial training, the presentation of teams and tools, as well as the follow-up of the employee during its first few months. Effective onboarding aims to get newcomers up and running quickly while strengthening their commitment and sense of belonging to the company.
The importance of onboarding, even more remotely
Remote onboarding has advantages. He limits costs related to travel and the organization of physical events, Can be set up quickly and allows recruit talent regardless of their geographical location.
In a remote context, onboarding is particularly important. It contributes to reduce feelings of isolation likely to occur when working alone at home. Other challenges arise for organizations that employ remote employees, such as Technical problems or the establishment of a effective communication and ways to disseminate corporate culture. Creating an onboarding plan is therefore crucial to structure this delicate and strategic phase of integration.
How to set up remote onboarding?
Setting up successful remote onboarding requires careful preparation and the implementation of various elements to facilitate integration.
Anticipate the start of a job
The first step is to anticipate the arrival of the new collaborator. This involves sending him, in advance, the necessary administrative documents as well as a detailed integration schedule. Having these elements available even before the first day of virtual work reduces uncertainty and promote a serene and effective position.
Communicate through the right channels
Communication is the cornerstone of remote onboarding. Put in place a dematerialized toolbox including a welcome booklet, tutorials, and useful resources allows the new collaborator to easily navigate through essential information. The use of internal communication platforms to promote informal and professional exchanges is also highly recommended.
Integrate video into the remote onboarding process is a particularly effective solution for overcoming many of the challenges of virtual integration. Videos offer a wealth of visual and auditory communication that can make up for the lack of physical interaction.
Welcome or company presentation videos allow new employees to better understand the culture and values of the organization. A well-made video can convey the atmosphere of the office, show teams in action, and provide insight into flagship projects, an immersion that is otherwise difficult to achieve remotely.
Training modules in the form of videos allow new recruits to train at their own pace, while ensuring the consistency and quality of the information transmitted. These videos may include tutorials on business-specific tools, scenarios, or even testimonies from colleagues.
Video is also a great way to maintain regular communication. Personalized video messages from the manager can reinforce a sense of belonging and commitment, while showing the vision and goals of the business.
If you don't have the in-house resources to produce these videos, you can use a tool like our video solution that allows easily create videos from predefined templates and provides accurate turning guides (interview, tutorial, managerial communication, etc.). The tool also offers the possibility of automatic assembly of the video.
Maintaining the link with a sponsor (buddy)
The appointment of a godfather or godmother, sometimes called a “buddy”, is an effective practice for create a privileged and permanent link with the new arrival. This role is essential to offer moral and professional support, facilitate interactions with other team members, and transmit corporate culture, even through a screen.
Materialize the bond of belonging
In a virtual context, materializing belonging to the company can be achieved throughSending goodies or equipment necessary to perform functions. This particular attention creates a tangible connection and shows that the company recognizes the importance of the newcomer from the start.
Local support and moments of team cohesion
Even at a distance, local support must remain a priority. Regular meetings in the form of virtual meetings, as well as the organization of team building moments such as online team building sessions, strengthen relationships between colleagues and promote a sense of belonging.
Conduct surveys to improve
Establish a continuous improvement process through surveys of new hires makes it possible to gather valuable feedback on the effectiveness of onboarding. The results will help to adjust the process according to the needs identified and to optimize the integration experience for future arrivals.
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