As COVID-19 brings more social restrictions to Australia, we’ve been speaking to a number of clients about what their #1 recruitment-related challenge will be amid this evolving situation.
The feedback we’ve received from most of our clients is that they believe their biggest challenge will be how to onboard and induct new employees whilst working from home for an undetermined amount of time.
Whether you met your new starter before COVID-19 began making waves on Australian shores or have only met your new employee via video interview, it’s important to establish and communicate your expectations to your new employee during the onboarding and induction process and to be able to manage your new employee effectively, despite the unknown duration we will be required to work remotely.
As we all know, onboarding is one of the most crucial steps in your employee’s journey at your company:
69 per cent of employees are more likely to stay with their place of employment for at least three years after a great onboarding experience, according to O.C. Tanner;
33 per cent of new hires look for a job within their first six months, according to Harvard Business Review;
One in four new hires will leave within six months, according to LifeWork Solutions.
Needless to say – you still have to get it right, even if you’re doing it remotely!
As onboarding and inductions are generally done in person, we believe it’s necessary to address this important matter on how to set expectations and manage effectively in remote working environments to ensure your business is able to run smoothly no matter the current climate, and that you get the best from your people.
We surveyed our clients about their respective organisations’ remote onboarding and induction policies. Here are some of our findings:
75 per cent of survey respondents are having challenges with managing their teams remotely;
The biggest set-back to onboarding and inducting new hires was the unforeseen duration of COVID-19 social restrictions, as many businesses are currently building policies to support existing workers and haven't thought about onboarding yet, and/or would prefer to onboard in person;
Hiring managers required extra preparation for remote onboarding, including ensuring training can take place online – particularly around internal systems and processes, creating policies around providing and posting laptops to ensure legal compliance, and ensuring the new hire can meet the team.
Off the back of this feedback from our clients, we’ve created a comprehensive Remote Worker Onboarding Process and Useful Templates to ensure your business is fully prepared to onboard new employees remotely. Download your free copy now!