With the rise in remote work flexibility, more companies are turning to adopt a virtual onboarding process. Virtual onboarding can seem like a daunting task for your organization to take on, but there are steps you can make to simplify the process for both you and your new hire. Read more about how to adopt a virtual onboarding policy from the experts at Prescott HR.

What is virtual onboarding?

Before we begin, let’s discuss what virtual onboarding is first. Just like an in-person onboarding process, virtual onboarding helps new hires understand the capacity of their new role. The only difference is, this process takes place online instead of face-to-face. Studies have shown that the more effective the onboarding process, the more likely a new hire will stay with a company for an extended period of time. Virtual onboarding is a way for organizations to make new remote employees feel welcome at the organization. A typical virtual onboarding process can include pre-recorded messages from upper management, online learning tools, and one-on-one calls to introduce the new hire to different team members at your organization.

Tips for implementing a successful virtual onboarding process

Now that you understand the importance of a robust onboarding process, here is how your organization can shift to taking this process online:

• Invest in Technology: Ensuring that your organization has provided adequate technology to your new hire is essential to a smooth virtual onboarding process. All company-issued devices should be updated to the latest software programs to allow your employee to effectively do their work. With each new hire, your organization should establish a timeline for mailing or delivering company device(s) before any training begins. Any collaborative tools that your company relies on, like Zoom or Slack, should be downloaded prior to delivering the device to a new employee. We also recommend scheduling a one-on-one meeting with your new employee and an IT professional to walk them through how to set up their device(s) and answer any of their questions.

• Have an Agenda: Just like an in-person onboarding experience, a virtual onboarding experience needs to have an agenda. This written document can help guide your new employee with what the next few days and weeks will look like. Always utilize video introductions through pre-recorded messages when possible. Your agenda can also include helpful links to resources your new hire will need, like office policy manuals, employee benefits packages, job-specific documents, and more. If you are hiring more than one new employee at a time, you may want to consider hosting a virtual orientation event with all the new hires. 
• Check-in Often: Whether your organization already has a virtual onboarding process, or if you are just starting one, it’s important to check in with your new hire(s) regularly. The first couple of weeks at a new organization can feel isolating and confusing in person, so imagine how that feels while working in a remote setting. Make the effort to check in and keep the lines of communication open between your team and your new hire. 

Work with Prescott HR

Does your organization need help with virtual onboarding? We are here to help! Prescott HR offers a wide range of services that can help your organization evaluate your current onboarding policies or provide new guidance, as needed. Our unintimated HR practices allow us to be focused and effective, providing your business with precisely what you need. Give us a call today at 443-351-8818 or contact us online.