An Insight Into What Our Employee Onboarding Process Looks Like

According to a recent study, 20% of new hires resign within 45 days of their new role. While some employees cited reasons like poor clarity and unmet expectations about the position itself, others said that the onboarding process was simply ineffective and overwhelming.

And organisations actually agree. In fact, only 40% of businesses believe that they’ve managed to create a standard and effective onboarding process that helps new hires feel comfortable in their new role while the others fall short.

Unsurprisingly, building a standard employee onboarding process when working with distributed teams is even more challenging. The combination of logistical and cultural differences (in some cases), in addition to the typical challenges associated with new starters, means that companies are unsure of how to welcome them, bridge the culture gap, and make them feel appreciated.

Designing a virtual employee onboarding process in 2021

At The Scalers, we build software development teams in Bangalore, India, for businesses looking to access a large talent pool and scale at speed. And while building distributed teams is what we do best, none of us anticipated working in a remote setup for well over a year, no thanks to the pandemic.

To make the process of transitioning office goers to a work-from-home setup, we created our own virtual employee onboarding process — a system designed to efficiently onboard new hires from anywhere in the world. And we used it to successfully onboard (and retain) over 180 engineers in just 12 months!

If you want to know how we did it, download our free whitepaper, ‘How the Scalers Onboarded Over 180+ Engineers During a Global Pandemic.’

What will you learn?

  • Our secret sauce: A 5-step action plan to onboard remote employees and ensure they’re settled and bought into the company culture.
  • How we adapted our existing employee onboarding processes during this ‘new normal’ to mirror real-world practices in the virtual space.
  • Our 1-day virtual onboarding program — processes and meetings to help new hires get acquainted with the business, their teams, policies, and more.
  • How you can maintain high levels of engagement and boost employee retention after you’ve onboarded your new hires.

If you’re looking for more information on how to onboard remote employees and global teams, we’ve listed out four tried-and-tested tips to help you get started:

1. Focus on pre-boarding activities

According to a study conducted by the Aberdeen Group, organisations that implement a pre-boarding process are 11% more likely to retain employees in the first year than those that don’t.

What is pre-boarding?

Pre-boarding is a part of the employee onboarding process that starts from the day they sign the offer letter. Starting a new job can often be overwhelming and stressful for a lot of people, and so, spacing out formalities and processes is always a good thing.

For instance, instead of asking new hires to fill out all their HR paperwork on the day of onboarding, you can send it to them a few days in advance so they can fill it out digitally. Virtual onboarding is all about tailoring a process that works best for both — the employee and the employer. You can also send them an onboarding checklist and an employee handbook that outlines the policies and procedures, so they know what to expect.

2. Onboarding is more than just a one-day event

Did you know that, on average, it takes new employees eight months to reach full productivity and proficiency? And yet, only 37% of businesses extend their employee onboarding program beyond the first month. This means that new hires go for at least seven months without the support they need. And in a distributed team, this means trouble.

When working with global and remote teams, communication is paramount. The most successful employee onboarding programs are those that factor in frequent check-ins to ensure that new hires are on track.

A simple 10-minute catch-up call at the end of every week, especially for the first six months, can do wonders to boost the morale and confidence of a new employee who might otherwise be feeling overwhelmed and anxious.

3. Plan for social integration

According to a study by OfficeVibe, 70% of employees believe that having friends at work is the most crucial element to a happy work life. And when you’re working in a distributed setup, this becomes even more important.

People thrive on social relationships, and new hires are no different. Unfortunately, one of the most underrated components of the employee onboarding process is social integration. So how can you facilitate connections when designing an onboarding program?

Read the full article at:




Love podcasts or audiobooks? Learn on the go with our new app.

Recommended from Medium

Are you growing your juniors right?

Reflection of My MBA Journey with Select Highlights

Interview with Evelyn Nomayo| CEO & Founder of Phase Innovate

Visualizing your experience

Public Health in the Workplace: Where Are We Now?

5 reasons why you should have a side job while studying, even if you don’t need to

Fast Forward. Play. Pause. Rewind. Stop.

Employed Thanks To the Pandemic

Get the Medium app

A button that says 'Download on the App Store', and if clicked it will lead you to the iOS App store
A button that says 'Get it on, Google Play', and if clicked it will lead you to the Google Play store
Emilien Coquard

Emilien Coquard

More from Medium

Strategic Workplace Learning-A Requirement for Modern Enterprises

25 Years / Understanding Today’s Tech Language

The Perfect Process To Not Use Process Thinking

The Rise of Democratization of Programming: New Tools Aim to Bridge the Tech Skills Gap