Conducting Employee Inductions Remotely
For many companies setting up remote working was no small task, with large investments and many changes to policy and procedures. But as teams have settled into new ways of working, many will now need to consider how to conduct on-boarding processes remotely.
Throughout this post we will give some tips to help ensure a successful induction process for new staff.
Before the employee’s start date, it is crucial that all the preparations have been made regarding any IT. You should create a kit, including any hardware such as laptop, keyboard, mouse, monitor, phone, etc… that they will require. When getting any equipment ready, make sure you consider all systems and software’s, as well as any computer security, VPN and login details.
Policy & Procedure
Every company should have established policies and procedures, but some may have changed over recent months to accommodate changes to the workforce. Ensure if you have a standard induction set up, you include all relevant changes to policy and procedure. Many of these may have been changed quickly, and not all working instructions may have been updated in line with these changes.
Company history and organisation structure
Normally inductions are used to help immerse employees in the company culture, vision and strategy. This is harder to do remotely, but with the help of technology this can be done through video conferencing and presentations. Within the first week ensure you organise for every member of the team to be introduced and give some insight into their role within the company. For a very large company, you may only outline the structure and key people.
Give a copy of the employment contract, and any documentation describing hours of work, holiday allowance, pension, benefits, frequency and date of pay. Make sure this is all given before their start date, or on their start date. This allows you to answer any questions or concerns from the individual promptly.
Provide a copy of their job description, role in the department and KPI’s. There may be aspects of their job they may be unable to start until trained face to face or after returning to the office, so ensure these are highlighted and discussed early. It would also be beneficial to discuss probation periods and how these will be monitored whilst working remotely.
All training documents for systems and equipment should be provided early, along with details of who to contact should they encounter any issues. This should be monitored frequently within the first couple weeks to ensure they are able to transition into the role quicker. You also need to provide a training plan for the long-term, including anything that cannot be done from home. If you are managing a large team and do not have much time for frequent one-on-ones, pair the new starter with a member of the team who can assist in initial training.