Proven steps to successfully train new hires, remotely

Proven steps to successfully train new hires, remotely

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With businesses all across the world employing a remote workplace strategy, the way we work, hire and train has gone through a sudden paradigm shift. Your team may be comfortable interviewing people by using teleconferencing technologies — a combination of an initial phone screen, a video interview, an online assessment, and a role play or mock presentation phone call may be enough. But, does your organization struggle with new hire training and onboarding once the offer is signed? As experts in remote hiring and training, here are a few strategies we employ at Franklin Apprenticeships that make our program successful.

  1. Assign a mentor. Much like our Success Coaches who are assigned to an apprentice to help monitor a remote hire’s ability to learn and apply skills, match your new employee to a mentor or coach who meets regularly for 20-30 minutes a week to act as a sounding board and monitor progress. These sessions not only train on soft skills and professional development, but also allow you to check in to see how your new hire is doing and what else they may need in terms of support. Quick phone and video calls work well to check in on a regular basis alongside texts in real time, as needed.
  2. Utilize online classroom training. For hard skills and technical training, utilize remote classroom training with live instructors and classmates in the same session. Record the sessions and use videos as a backup. A peer group of classmates not only push each other to succeed, but also bring them together as a unit and create an additional support system outside of the classroom.
  3. Train during work hours. Set aside a consistent time and day of the week for classroom training during work hours. Training employees during their scheduled hours enables them to focus on work-related learning without the disruptions that may accompany their life after hours.
  4. Shadow. Check in on employees in real-time by using a screen sharing system to see how an employee is doing in the specific role for which they were hired. Whether you listen in on live calls or join a teleconference, your employee can benefit from your input on their performance while they get hands-on experience.
  5. Role play calls. Use 20-30 minute sessions to help your new hire learn by role playing a few real life work scenarios. Have them gain valuable experience by playing both roles on a call — as your company representative and the client. This will help them learn what a client might need, as well as how to deliver to that client.
  6. Track it. At Franklin Apprenticeships our Skills Tracker allows employers and Success Coaches to monitor and track an Apprentice’s progress. Setting up a similar system to track progress starts with establishing goals and using metrics as the employee hits key milestones. A tracking system can be as easy as a weekly “Friday quiz” to see if the new learning is actually sticking.

The demands of working remotely can be strenuous on both you and your newly hired staff. Don’t let the training of your recent hires suffer as a result. By employing these proven strategies, you can help ensure that your new employee gets the training they need, and your remote onboarding goes smoothly. Together, we can make remote hiring and training a success!

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Webinar: A Workforce Strategy for 2020 and Beyond

Webinar: A Workforce Strategy for 2020 and Beyond

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The Learner’s Journey with Franklin Apprenticeships

This is a distribution of a previously recorded webinar. Please note: We experienced a pandemic server bandwidth break up in the 11:11 to 12:02 track. Hang in there with us, as the session picks right back up in short order!

Franklin Apprenticeships has been on the front lines helping employers apply apprenticeship as a recruitment, training, and retention strategy.

Are you curious to better understand the role apprenticeships play in helping businesses solve their skilled labor shortages? Listen in as we discuss the Learner’s Journey that occurs while executing a Franklin Apprenticeships program, and the benefits for both learners and employers.

You will discover:

  • The various stages of an apprentice Learner’s Journey from the business perspective
  • The importance of the on-boarding process and what to expect during the 12 months
  • How to determine the appropriate performance level to expect from each apprentice, including upskilling current employees
  • The proprietary, structured components of the program that Franklin Apprenticeships apply to lighten the load from employers and ensure program success
  • What happens after an apprentice has completed his or her apprenticeship

Join us as we outline how Franklin Apprenticeships is working with employers, today, to tackle a workforce strategy for 2020 and beyond. Together, we are #Changing the American Workforce in Challenging Times

 

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Franklin Apprenticeships Learner Journey Webinar:

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Apprenticeships: The Learning Supermind Approach for Upskilling Employees Are You One of the Many That Do This Wrong?

Apprenticeships: The Learning Supermind Approach for Upskilling Employees Are You One of the Many That Do This Wrong?