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How to hire remote employees effectively

hiring remote employees

The onboarding plan is a critical part of the employee lifecycle. According to a Gallup study, 90% of new hires decide whether or not to stay with a company in the first 6 months.

Onboarding can begin even before the new employee joins and is an opportunity to immediately and effectively introduce the new team member to the culture of the organisation and set him or her up for success.

" Onboarding is the best opportunity for a company to present its DNA and culture and inspire engagement from the very beginning. With the technology and tools available today, companies must ensure that it is an unforgettable remote experience" - Mireia Cuyàs, CMO of niikiis.

In 2021, in the current context and the rise of teleworking, companies have had to reinvent this process and create a 100% remote programme.

Recruitment is now also digital

Onboarding is now digital and experiential. Below, we explain some of the most important keys to successfully recruiting and onboarding remote employees.

There are some key considerations that we recommend you take into account before implementing this process. We talk about them in this post.

Digitise administrative tasks

An essential aspect of onboarding is being able to access all the necessary information through a single system. It streamlines the work of the HR department and facilitates the new hire's experience by helping them integrate faster and better.

This gives new people the ability to access information and get answers to questions on an uninterrupted basis whenever they need it. A remote onboarding process will also ensure consistency and accuracy of information across the organisation, whether in local or global teams.

niikiis is focused on the employee experience; our software enables companies to digitise and automate repetitive tasks and processes effortlessly, to build a people-centric workplace. Request a demo with our product experts and find out first-hand how our solution can meet your business needs today.

In this article we tell you more about the automation of HR processes within a company, the challenge it poses and how to make it as agile as possible.

Implementing an accompaniment programme with mentors

The success of an onboarding plan lies in the collaboration and involvement of all the organisation's departments, teams and members.

Each and every one of them influences the onboarding experience to a greater or lesser extent.

To ensure the success of the program, companies should implement a "Buddy" or "Mentor" program to guide individuals through each phase.

Developing a unique and memorable experience

It helps employees get to know the company's DNA, culture and team in a virtual way. For example, getting to know the different sites of the organisation and its people through videos or virtual reality glasses can have a very powerful positive impact. The aim is to show the reality of the company and make it accessible in a quick and agile way.

A combination of onboarding, face-to-face, video and digital activities will provide a more rewarding experience for employees.

Incorporate micro-learning modules

Traditional training events of hours, sometimes days, are not the best way to learn about a company's DNA or culture; effective onboarding requires training on the organisation's policies and procedures. Microlearning will facilitate the new hire's understanding of the company.In this other article we talk about the benefits of training based on microlearning, don't miss it!

Adapting the plan on the basis of the programme evaluation

Knowing the success rate of an onboarding process is essential to act accordingly. Periodic check-ins to see how the new person is doing or if he or she needs anything will help to identify strengths and areas for improvement in the process.

Approach communication from a societal perspective

In remote onboarding, communication is key. Companies should ensure that the new recruit has access to communication channels where they can interact with the rest of the team.

It is not just about sharing vision, culture, mission, values, policies, tools and information. It is also about listening and making sure that the new team member is engaged and comfortable.

Bonus: what a good remote welcome plan should include

To expand on the above information, here are 4 more points to consider if you want to hire remote employees effectively:

  1. A structured overview of the mainstreaming plan.
  2. A minimum programme duration of 90 days.
  3. A clear understanding of what is expected of the role.
  4. A projection of the role and how the person can develop a career within the company.

Digital tools to help you with the process

There are several tools that companies can use to connect with their employees working remotely:

  • E-mail address
  • E-signature
  • Chatbot or virtual assistant
  • Videoconference
  • Podcast or webcast
  • Interactive communication channels
  • Automated polls and surveys

niikiis has all these tools at niikiis, do not hesitate to ask for a demo here and we will find solutions for your company's objectives.

In conclusion, a digital onboarding process is not just about providing tools for people to obtain or provide the required documentation (although this is an essential phase).

The welcome plan, even if it is remote, is also about engagement, involvement, collaboration, learning and communication involving management, HR and the other departments in the office. The ability to integrate a 360-degree approach ensures maximum satisfaction.