3 key good practices for successful telework onboarding

Arnaud Weiss
24 November 2021

A newcomer decides within the first six weeks whether or not he or she will fit into the new organisation. In a period of heightened competition for talent, the first lever for improving retention and avoiding the loss of hard-earned employees is the arrival experience.

While in a face-to-face environment integration can be done naturally, telework leaves no room for improvisation. It is essential to have a clear and well-defined induction process. But if you are starting from afar, what are the best practices to implement first? The answer in our article!

1. Assign a buddy

The manager is not always available and your recruit may be reluctant to ask 'silly' questions because of the difference in status.

The mentor is a person with no hierarchical link to the recruit who will teach him or her the tricks of the trade and ensure that he or she is integrated. This is a powerful lever for successful onboarding in a context of full or hybrid teleworking.

Many companies have a sponsorship programme, but few really work. Here are some good practices drawn from our experience with Algolia, Makesense, and Air Liquide:

- Appoint a person who has just finished onboarding and is at the same level as the recruit as a sponsor

- Share with the sponsor a mission statement that is as concrete as possible

- Block a recurring exchange pointin the agendas

2. Filling in your recruit's diary

The most important factor in a successful onboarding experience is social integration. While this is naturally done in person, teleworking makes it difficult. The sponsor will help, but scheduling as many appointments as possible in a recruit's diary is very helpful for this social integration.

Videoconferencing with your sponsor, department managers... Here are some ideas, taken from the model of our onboarding automation tool:

Save time: Axel automatically schedules appointments in the calendar by finding free slots

3. Set clear objectives for the trial period

The lack of clear objectives is a cause of anxiety and apprehension for your probationary recruit. They do not know whether they are meeting the expectations of the job or not. While this is true for any type of induction, teleworking deprives her of the body language of her manager which could indicate her satisfaction with her job.

How can we ensure that the recruit is clear about expectations and objectives?

- Firstly, plan a dedicated meeting with your manager to discuss this.

- Secondly, ask each manager to prepare the recruit's objectives before his arrival. You can follow our model, inspired by what our HR at Algolia did.

Our model, also available in our white paper available on our blog.

I hope you have enjoyed this article. Ifonboarding is an issue for you, get in touch with our team and let them introduce you to HeyAxel! Our solution allows you to offer a tailor-made experience to each new recruit while saving time thanks to automation.