Virtual Onboarding

The next question then becomes - how to integrate 100% virtual new employees, still making them feel welcomed and truly part of a new team?
The difference between a face-to-face and virtual integration process is not big - or at least it shouldn't be. The difference is only in the format. Fortunately, there are now several tools on the market that, even free and simple, allow anyone to meet by video call and share content with their teams.
The benefits of this digital revolution are impressive, allowing to overcome the theoretical initial barriers that can frighten companies and erroneously lead them to postpone the recruitment of key parts for their teams.As in any crisis context, the need arises to rethink the business - need or rather opportunity?

The companies that will be able to survive will be those that, being aware of the impact of the crisis, are able to think about change, adapting their business model to the current needs of the context. That's why it is also the perfect opportunity for businesses to reinvent themselves, for structures to become more agile and for processes to be simplified - the digital revolution no longer presents itself as a future project but as a project to guarantee the future.
The recruitment sector is no exception. Teams will also have to change so that they can contribute in the best way to adapting the business - changing shape, changing mentality and, sometimes, changing context.
It is the people who allow change to take place - they are the ones who think, implement and adapt. For this reason, too, recruitment must rethink its form - it must focus on attracting people prepared and trained to face this revolution and perhaps even perform functions that have not existed until now.

How to realize a 100% digital onboarding? 

  • CHOOSE THE TOOL! Nowadays, the most used digital platforms are Microsoft Teams, Zoom or Webex. All them allow video calls and content sharing (even sharing screens);

  • PLAN! Before the integration process starts, a good planning is essential. It is essential to define which topics to address (for example, presentation about the company, organization chart, job description…), the people with whom the new member will have to speak and the respective calendar;

  • PREPARE! It is essential to ensure that the new employee has access (and respective log-in data) to the different tools on the first day, as well as to a computer (which can be sent by courier at this stage);

  • TO FORM! It is important to ensure that all current and future members of the company have access to digital tools and, above all, that they know how to work with them. A short training on the topic can prove essential, as a way of preparing the team and reducing resistance to change;

  • TEAMWORK! Properly integrating a new team member and making them feel welcome depends to a great extent on the availability and participation of everyone in the process. Ensuring the participation, attendance and punctuality of the different members in the video sessions with the newly arrived member is essential for them to feel integrated;

  • TO WELCOME! Conducting a virtual welcome session, introducing the new member and introducing him to the team is the first step towards a successful onboarding!
     

What are the benefits of 100% digital onboarding? 

  • KEEP MOVING! First of all, it allows not to stop the business and continue to integrate new members, so necessary in this phase of disruption and change;

  • FAST! The virtual process is faster, easier to organize and allows more team members to participate, in less time - it is easier to organize and make agendas compatible;

  • UNIFORMIZATION! Standardization and access to a greater number of information and tools - it is easier to organize the information to be shared, ensuring that it is transmitted completely and even to several members at the same time;

  • GREATER REACH! It is easier to integrate a larger number of people at the same time, than if the process were in person;
     

The benefits of a 100% virtual integration process are numerous, both for companies and employees. Although the relational and human aspect in this format is lost in the beginning, it is essential that the business does not stop and we do not fail to have new skills and resources, which today are more than ever essential and can make a difference!

Text by Joana Amaral

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