As remote employees now make up a significant part of the U.S. workforce as in-office employees, companies are taking different approaches to onboarding, and looking for remote employee onboarding checklists that can streamline their processes.
In this article, we’ll take you through the necessary steps towards effective remote employee-onboarding. In addition, we’ll provide you with some remote employee onboarding best practices that will help you improve the onboarding experience.
Let’s jump right in.
The Complete Remote Employee Onboarding Checklist
Just to clarify, this list applies to a remote workforce of a somewhat limited size. If you’re planning for the majority of your team to consist of remote employees, you may have to invest in an onboarding software system to assist you.
Still, this checklist will help you make the new hires feel welcome, and effective members of your company from day one.
Before you start bringing in new employees, create an onboarding plan through which you can provide training, and track the progress of employees.
This plan could either be a part of your larger employee onboarding strategy, or a separate plan just for remote employees.
In any case, such a plan should include:
A pre-built plan will let you onboard as many remote employees as the company needs, and focus primarily on training and developing the new team members.
Before the employee joins formally, send them links to any and all relevant online material that will help them get an idea of what your company is about.
This means providing access to:
Providing early access to such material will help the employee be prepared for the next stage(s) in the onboarding process. It’ll also ease them into training.
Set up a remote orientation session, either with each individual employee, or in batches.
For such a meeting, you will need to:
Individual remote orientation sessions will be better for employees who are coming in on a higher rank, or for a more important position within the company. These could be managers and junior executives. Group orientation sessions will be better for general team members, as they will feel like part of the team, from day one.
Your remote employees will need to review all the material you have provided thus far. Give them some time to do so before proceeding with the onboarding. Depending on the number of assets they have to review, you can give them up to a week’s worth of reviewing time.
During this time, you can start onboarding other remote employees, so your time can also be optimized.
In case you’re bringing several employees on board, make sure to provide the same time period to everyone, regardless of how quickly one or more of them finish reviewing.
After you have held the initial meetings, set up an orientation session with human resources. This is when employees can review and digitally sign HR documents.
These documents can include:
Again, since not all new remote employees will be entitled to the same benefits and perks, make sure to hold group HR orientations with employees of similar rank to avoid disparity.
Companies have to file new hire paperwork for all incoming employees. This is to maintain compliance with government tax authorities and employment laws.
Right after you have had the HR orientation, send employees all the relevant forms they will need to sign off on.
These can include:
In addition to the forms mentioned above, you can have employees sign any NDAs or similar documents at this time.
If you’re able to invest in an HR software system like GoCo, you can digitally take care of all the onboarding paperwork even before the employee’s first day, whether they are remote or in-office.
In case you have any team documents that you haven’t shared with the incoming employees, you can do so in a team orientation meeting.
You can share documents such as:
If you’re bringing an employee in on a senior position, this will be a good time to introduce them to the people who will be working directly under them.
This will be where you tell the new employees about the company, and what it does from a sales, service, and/or product point of view.
The review meeting could include details such as:
Provide all the relevant information about the inner workings of the company, and let the new hires ask questions.
Here are some of the items you can do to make your remote employee onboarding process effective and impactful.
Add employees to communications groups early on. Send them onboarding documents, orientation videos, and other valuable learning material to improve their overall skills before they even come in. This will ensure you don’t have to spend as much time helping them complete paperwork, or training them later on.
Make sure the employees know the culture they are stepping into before they actually meet any of their coworkers on the first day. Remote employees also need to understand and agree with the company culture, despite their remote status. This is to prevent any issues during regular employment.
Your remote employees may never have in-person interactions with their coworkers and teammates, but that doesn’t mean they can’t be connected with them. Make sure you hold plenty of online team meets, and encourage everyone to communicate regularly, to forge an emotional connection between employees. If you can, assign a mentor or orientation buddy to each new remote employee or group of employees.
Arrange team projects, problem-solving sessions, or cross-training sessions between remote teams. When new employees work together early on, they not only learn essential teamwork skills, but also gain experience in cross-team support.
Each of your new remote workers could have the potential to be a future leader. In light of this, make sure you retain and train each employee accordingly.
If you’re able to invest in an HRIS like GoCo, our platform GoCo automates the onboarding process and allows you to focus on other important tasks such as employee retention, whether they are remote or in-office.