The Robert Walters remote onboarding series, features support to employers gaping to attract, engage and bring in employees’ skills and talents from their respective homes during this pandemic. 
Introducing new hires to the world needs a smooth start-up. But how will their induction look like?

The following are Robert Walters top tips to map out your employee during their first few weeks in their digital workplace. 

1. Formally introduce 
Send emails to the company or relevant teams to formally introduce the new hire. The online communication should include some useful information such as career background, his/her point in the business, and something personal which can serve as a conversation starter with other employees.
2. Create an induction timeline
Employers provide a routinely schedule which includes training sessions, one-on-one and working plans to accomplish a certain task for the first few weeks. 
3. Schedule team meetings and one-to-ones
A new addition to the company is worth a celebration. This can be in the form of an informal team call. This social call will enable your new hire to blend in and familiar faces in the company.  
4. Develop a training program
Provide a training program or courseware will help new hires in performing their respective job assignment and tasks. This can include an office setting, such as access restriction and credentials, and other office routines.
5. Set daily expectations
Employers should set clear instructors and clear expectations to acquire a productive and efficient results from their employees.
6. Create feedback loop
Digital onboarding orientation of new hires online is challenging and is a learning curve to both parties. Employers should consider to ask new hire of their inputs and which of the company process can be improved, after a week of training. It is really important to consider how a different personality reacts to a fresh situation, and this may serve as your reference to improve.
7. Make them feel supported
Employers, aside from checking regularly, coaching and mentoring, creating an honest, safe space (physical and digital), and relaxed communication, providing all the support to your new hire to reach that level of familiarity and stage of comfort that actually happened in a physical office is important.