Tech Hires: Onboarding in a Work-From-Home Environment

Finding and training new hires is hard enough in normal times, and the work-from-home (WFH) environment has added many new layers of difficulty to the process. How do you onboard a new team member when they’re literally not on board? It’s no wonder many companies have hit the hiring “Pause” button.

You absolutely can find and train new hires remotely. Here’s how to succeed:

The interview. We’ve been interviewing candidates by video since long before the 2020 lockdown. It just makes sense, and is a better use of everyone’s time, especially for the initial rounds. Our recruiters maintain that they can learn at least 90% of what they need to know in a remote interview.

The in-person part. Once they’re hired, bring them in to issue the company laptop and any other required equipment. This is a critical moment, and an opportunity to demonstrate how committed you are to their success. Be ready with a training deck, syllabus, schedule and anything else they’ll need to know about their training regimen. These tools show the new hire you are prepared and ready for their arrival.

Boot camp first. The first 30 days should be intense and training-focused. It’s not unusual for new hires to spend most of the day in training, role-playing or mock presentations. Include them in any group meetings as well, even if they’re not yet qualified to participate. When everyone is working separately it’s more important than ever to foster a sense of working as a team.

Close the loop. Don’t assume everything is going to plan. Check learning with end-of-week quizzes or other exercises to help you audit both the training and the trainers. Use this opportunity to check in with your new hires as well: How are they doing? Is the training overwhelming them? This feedback can help you make vital adjustments to your onboarding program.

When does it end? Never. You’ve now built some good habits for incorporating training into the workday … keep them going. A daily session of 10 – 30 minutes or so is ideal, even if just to share real-world challenges and solutions among team members. Who had a really sticky customer problem and how was it resolved? Whether your team is at home or in the office, training should never stop.

Questions about remote onboarding, or how apprenticeships can help? Contact Franklin Apprenticeships.