Updated Checklist for Hiring Virtually Working Employees in 2020

LILIANA CHITNIS | October 16, 2020

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The global pandemic has significantly improved the penetration of technology in various sectors worldwide. In addition to that, it has made it necessary for the employers to look for alternative ways to introduce new joiners, to the firm. The advent of work from home has posed problems for the hiring teams to appropriately start the on-boarding process that is necessary to get the new employees familiarized with the desired practices, skills and behaviours.

Traditional on-boarding introduces the culture, job responsibilities, the team while completing all the necessary legal paperwork defining company policies and schedules. Plan to use a performance management system to help you improve the process of employee feedback. To ensure that the new employees understand the policies and business functioning as soon as possible, as an advanced employer, make use of the below-mentioned points to begin on a sure foot.

1. Powerful communication channels - By ensuring a sturdy communication channel is set up right from the beginning, with current employees in the loop on the training process the company can sustain a smooth working even from remote locations. The new joiners have to be kept in touch with the team during training so that to carry out introductions for future references.

2. Easy on-boarding process - It is the employers' responsibility to carry out the on-boarding process for all the new employees in a hassle-free manner. Using cloud-based on-boarding systems, accessible from anywhere, all the legal and government regulated paperwork can be filed even before the first day of their work. Since the process could be a bit daunting, make sure that you break it down into more manageable segments and keep in touch with the fresher for updates on each.

3. Continued connectivity - Even after the on-boarding process, you need to keep a check on the new employees to ensure that they are kept in the loop and can comprehend their work. But refrain from micromanaging them. The essentials here would be weekly catch-up sessions to get everyone up to date on all the projects and progress while giving the newbie are chance to get connected well. The most crucial aspect here is performance management. The idea is to offer regular and actionable feedback from a variety of sources to the new employees using a performance management system and software that necessarily keep them engaged.

Checklist for on-boarding remote workers

 

  • Allot necessary equipment like a laptop, laptop bag and mouse needed for working remotely.
  • IT inspection to ensure the proper installation and working of all the connection software.
  • Get a welcome kit with company t-shirts, pens, coffee mugs, etc. delivered to the remote locations of the new employees.
  • Share the online joining link for the on-boarding process well in advance.
  • Ask employees to upload all the required HR paperwork and legal documents before the first day.
  • Request them to read and electronically sign off on the company handbook.
  • Inform them about e-mail, group messaging, video conferencing, and other communication tools in use.
  • Train them on how to use the company project management software remotely.
  • Fix routine virtual meetings for the remote workers to interact with managers, team members and other employees
  • Organize virtual team-building exercises
  • Use the performance management software  to define short and long-term goals for the remote workers.
  • Check the progress of the remote worker with regularly scheduled virtual meetings.
  • Discuss and plan their first week priorly.
  • Teach them the company culture.
  • Collect feedback regarding virtual on-boarding.

A well planned and efficiently carried out on-boarding process guarantees a suitable and mutually beneficial experience that the employee will have with the company.

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Pierpoint International

Since 2003 Pierpoint International has served as Silicon Valley’s leading privately owned and operated recruitment services firm, demonstrating a ten-year track record of helping leading organizations Microsoft, Juniper Networks, Symantec, Sony, HP, ShoreTel, Motorola, NetApp and Red Bull source candidates better and quicker.

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