You only get one chance to make a first impression! Even though initial interactions are often now remote instead of in person as a result of COVID-19, welcoming new employees to the company is vitally important.
As a result of the pandemic, virtual or remote onboarding has become the new norm when employees join. Companies are currently facing unique challenges in the workplace, and it is critical that we continue to support and manage all new hires as normal.
Onboarding is a hugely important element of the employment lifecycle as it helps new hires understand the professional and social expectations of their new company. Typically, this is done in person. On an employee’s first day, they are greeted, shown to their desk, introduced to their team, management etc., and they attend induction. Over the following weeks, they become familiarised with the company culture, the work they will be doing, and how they will integrate into the Company.
In the current situation, this is not possible, but it is very important that employees' still have structured onboarding. Virtual onboarding may be different (and more challenging), but the same principles apply. Employees are invited to virtual inductions, virtual team meetings and virtual coffee breaks, so mastering remote onboarding is crucial to ensure the success of their experience.
Eeshita Ray Chowdhury shares her experience:
“My on boarding was done during the pandemic and the process was very smooth. After applying for the role through Sidero’s career site, I received the call for the first-round interview which was a screening call with the HR team within 1 week which was very quick. This helps both recruiters as well as the candidates to have a clarity on the application status without feeling ghosted.
The assessments were taken on an online coding platform. The next steps were quick. It was a technical interview with the hiring manager. Being in a virtual recruitment environment, the face-to-face interview didn’t make me feel uncomfortable, but rather, the interviewer helped me to understand the process and gave me more insight into the company and the role.
All the process was covered in 2-3 weeks of time and with very high response time.
The induction was held remotely through MS Teams and different sessions were conducted to help new hires get familiar with the company.
I was introduced to the team and as I am a Graduate Software Engineer, I was assigned a buddy for helping me with the relevant setup & company onboarding. During the probation period, all the new joiners are invited for 1st month, 3rd month and 6th month catch up meetings with their managers as well the HR team, which provides the new employees a platform to share their experience at Sidero and get constructive feedback about their progress in the organisation.
From providing trainings on different skillsets to weekly catch-up meetings, overall, it has been a great journey at Sidero to date".
Sidero Tips:
Ensure new hires have the hardware, software, and office supplies needed.
Ensure new hires understand how to use essential communication tools, online meeting solutions, and file-sharing applications.
Help new hires understand your departmental culture.
Communicate with new hires as often as possible.
Have managers set specific goals and expectations for their new hires.
Arrange frequent meetings with team members and other key employees.
Be a mentor or provide one to your new hire.
Make good on your promises.
If you wish to join the Sidero team, see our available jobs on our Career's site