3 Reasons Why You Want To Improve Your Virtual Onboarding | And How-To

The numbers don’t lie when talking about good vs. bad onboarding processes. According to the experts at onboarding software leader Clickboarding:
69% of employees are more likely to stay with a company for three years if they experienced great onboarding. Up to 20% of employee turnover happens in the first 45 days. New employees who went through a structured onboarding program were 58% more likely to be with the organization after three years.
The onboarding experience can differentiate between exceptional retention and early employee departure. This is especially true for your remote and virtual workforce.
This post will discuss two simple steps to improve your remote onboarding process.
Make the New Hire Feel Welcome and Get Them Familiar with Your Company, Its Values, and Culture
There’s definitely more to the onboarding process than signing forms and employment documents, although that’s certainly a part of it.
Make sure your human resources team clearly communicates company policies, guidelines, and procedures for acceptable workplace behavior, work interaction, and incident reporting.
Your HR team needs to be confident that the new employee understands company policies concerning PTO, payroll, benefits, etc. Have checklists and make online resources available to the new employee. Start the process early with introductory materials and videos.
The corporate social and cultural mores are equally as important as the more structural elements of the work environment.
Evaluate your virtual onboarding process side-by-side with your in-person method. Make sure the outcome is identical in both cases—a happy, confident, informed new hire.
Make sure you provide the new hire with the tools and training to do their job.
Have the new hire’s team take this piece of the process. This is an excellent opportunity for an immersive, experiential introduction of the entire team. Let the new hire’s colleagues show them the tools, processes, and workflows they can expect to encounter in a typical workday.
This is where the employee’s role, responsibilities, and day-to-day work expectations will be defined. Get leadership involved and make it fun and informative.
Make sure the new hire spends appropriate time with their colleagues, management, and leadership early in the process.
A comprehensive, efficient onboarding can be the difference between a long-term, motivated employee and an early separation.
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