Technological advancements have transformed the way we work, live and play.
It might be fair to say that the perception of the public sector is seen as more ‘traditional’ and ‘archaic' when it comes to quickly adopting new technology. But since the COVID-19 pandemic, public sector organisations have taken a leap into a new digital age desperately needed by society.
As key stakeholders and service users rely on public sector organisations more and more, the quickest way to grow and expand is through virtual hiring and onboarding.
If you're hiring someone new remotely, here's 5 steps you should follow for successful remote onboarding.
5 Steps to Successful Remote Onboarding
1. Assign the new starter a "buddy" or onboarding liaison
Whether you have employees joining a new organisation or just a new department, it can be overwhelming, especially when there's lots of different people to meet. Assigning your new recruit a "buddy" or onboarding liaison is a great opportunity to show support and openness if they have any burning questions. Having someone who is there for the new starter is critical when onboarding remotely as they won't have full access to more of the team like they would in the office.
Note: Whoever you assign, make sure it's someone other than their direct manager. Reach out on the first day and get the ball rolling so they know where to ask their big or small questions.
2. Ensure technology is set up at least a day before
Technology has made it almost effortless for people to stay connected. Although the majority of the population has a basic understanding of how to use a computer, not knowing how to use new systems can cause stress or anxiety before the first day. Ensuring a complete and sound set up means no first-day technical issues and removes any potential confusion or time wasting. If there are technical issues on the first day though, make sure your new employee knows who and how to contact the right person or team to help.
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3. Clearly set out goals and expectations
New hires need to be aware how their actions, work and responsibilities will have a greater impact on the organisation's wider goals and success. Making sure you set out goals and expectations will help them understand how they should be prioritising work, where the organisation is heading and the type of career path they should be following to grow in their role.
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4. Communicate your culture
Whether the role is entirely remote or comprises of one or two days in the office per week, communicating your organisational culture can help the new starter understand the environment and how to communicate with one another.
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5. Organise welcome meetings
From team meetings, lunch hours or afternoon happy hour, help new starters meet the team and foster connections without being face-to-face. Virtual ice-breaker sessions or catch-ups can be a great way for them to find out more about the culture and find out more about those who they will be working alongside.
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Whether you're recruiting an employee from another team in your department or a completely new employee, onboarding new staff remotely can bring unique challenges. Join our Influencing and Engaging Remotely course to move past any challenges, utilise virtual connections and create a custom virtual induction programme. Secure your place today.
