Global Recruiting: Importance of Creating a First-Day Checklist for WFH New Hires In 2022

Global recruiting is a long process but you prevailed! All the contracts are signed and your remote team is ready to start working. Now all that’s left is the onboarding session. An effective onboarding s the best possible start you can give to a new hire in your organization.

While remote work has several benefits, it can be a challenge at the same time. Overworking, lack of clarity and fragmented communication with team members can largely affect an employee’s experience at your company.

And what better way to overcome these challenges than having an effective remote onboarding process after your global recruiting process.

Why Is Remote Onboarding So Important After Global Recruiting?

Research shows that ‍33.37% of new hires leave their new roles in the first 6 months. The high rate is due to one reason —  an ineffective onboarding process. 

On the other hand, a good onboarding experience significantly improves the average employee retention rates. According to Glassdoor, an effective onboarding experience can raise employee retention rates to 82% and productivity by over 70%. 

1. Send them pre-boarding resources

Familiarise your new hires with your company culture by sending them helpful videos, free company swag, and necessary equipment. This will ease their nervousness about starting a new job. They will also become more confident and organized. Make a lasting first impression even before their first day with your global recruiting!

2. Schedule an orientation call

Arrange a virtual meeting that includes the following:

• Review of the company mission, ethos, and vision
• Onboarding documentation (organization charts, and contact information)
• Updated digital employee handbook
• Mentor and orientation-buddy details
• Invitation links to Zoom, Google Meet, or Microsoft Teams with a brief description on the meeting’s agenda 

3. Organize a meeting with HR

Introduce your new hires to their HRs from whom they can learn more about company policies and perks, or ask questions they may have. It’s good to have tools that allow you to sign documents virtually. If you’re new at remote onboarding, collect feedback on your employee’s experience after the global recruiting process is complete. This will help you to improvise your process for future hires.

4. Arrange a meeting with IT if needed

Depending on the complexity of the role, it’s important to give your employees a walkthrough of the tools they’ll be using. You should also communicate the digital safety protocols regarding software installation to prevent any data breaches or loss. Don’t forget to give them access to your company intranet and other important tools.

5. Host a team orientation

Make your new employees feel a part of the family by sharing annual or quarter-long team goals. You can also share KPIs used to measure team and their performances. Allowing access to important documents, organization charts, calendars, and contact information also creates a smoother employee experience.

6. Conduct a product, sales, and support sync

It’s important that you give your new hires an understanding of what your company does. This includes the product/service, and how support works. Give them access to a demo account or a sandbox. This way they get firsthand experience with your product or service.

7. Create a 30/60/90 day onboarding plan

Most onboarding processes only last a week. This leaves new hires feeling confused and adrift.  An effective onboarding plan should last for at least 90 days. It can even extend up to a year, given the current state of work.

Work with your managers to create a 30/60/90 day onboarding plan with regular check-ins over video calls. Since remote onboarding is a new concept, encourage two-way feedback, and share inputs along the way with your global recruiting. 

8. Introduce them to the company

Utilizing your favorite collaboration tools like Slack, and Microsoft Teams will easily create a sense of community amongst your remote employees. Here, they can introduce themselves and connect with other team members at their comfort level.

Onboarding in small groups reduces redundancies and unnecessary efforts of onboarding new employees.

Best Practices For Remote Onboarding 

• Let your employees go through all the pre-onboarding resources at their own pace. Maintain the work-life balance, over-sourcing them will only lead to unproductivity and poor outcomes. 

• Pan out the onboarding over several days instead of cramming it all in one day. This can be either taxing or quite engaging – depending on how well-planned your onboarding program is. 

• Encourage feedback and questions throughout the onboarding process. Receiving employee feedback is vital to improving your global recruiting process. 

• Give new hires enough time to settle in and familiarise themselves with new tools. Ensure they are comfortable with their mentor and orientation buddy. 

• Ask them how you can contribute to their career growth and customise your onboarding plan accordingly. Work closely together with the hiring manager to receive 1:1 feedback.

Conclusion

Remote work is here to stay. How you adapt your in-person onboarding to fit a hybrid work culture and improve your current remote onboarding comes down to having a robust remote onboarding process. However, you will not have to work this hard while recruiting the new hires!

EVA-REC is an AI-based, next-generation hiring platform that expedites manual tasks such as filtering, shortlisting, and scheduling interviews with candidates. But it doesn’t stop there, with EVA-REC, you can also streamline the applicant tracking process, send electronic offers, and hire great people, every single time! Want to see EVA-REC in action? Get a free walk-through demo here!

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