Engineers’ Onboarding Is Going Virtual as the New Norm

Organisations are currently facing a unique challenge in regards to onboarding new employees in the absence of a physical office space for either the company or the individual, as an unprecedented number of digital businesses are currently operating in a completely remote manner.

Renato Profico, the Chief Executive Officer at Doodle, recently remarked to Fast Company that recruitment is particularly critical for certain industries. He went on to express that “the future of recruitment and onboarding lies in virtual settings”, given that many Chief Financial Officers are aiming to make a majority of their workers permanently remote following the COVID-19 pandemic. Consequently, this new challenge of virtual onboarding will certainly have an impact on organisations that are not necessarily engaging in recruitment.

The question then becomes how remote engineers are brought up to speed.

How to get on board remote engineers is something we’ll be examining in depth.

  1. Contrast Onboarding with Orientation.

    According to a research conducted by Kronos and The Human Capital Group, a considerable amount (76 percent) of Human Resource directors believe that onboarding techniques are not being utilised to their full potential in their respective organisations. This suggests that onboarding is an essential process, but its implementation is fundamentally flawed.

    In actuality, the term “onboarding” is more fittingly used to refer to an organisation’s orientation process. This process typically involves reading the company handbook, and enrolling in any additional benefits provided by the company. Generally, these are handled in a self-service manner, so new employees are left to independently understand the nuances of their job without any assistance. While this “sink or swim” approach can be effective for some, it can leave new recruits feeling secluded and isolated, especially if they work remotely.
  2. Incorporating Structure Improves Memory Retention and Adaptability.

    The Society for Human Resource Management (SHRM) conducted a study that revealed that businesses with a more formalised onboarding process had higher rates of employee retention and productivity. This finding indicates that a structured onboarding program can help to improve the performance of an organisation.
    • In fact, if an employee had a positive onboarding experience, they are 69% more likely to remain with the firm for at least three years.
    • Employees who joined the company and went through a formalised onboarding process had a 58% higher chance of still being there three years later.
    • 50 percent more productivity may be expected from new hires in companies with a systematic onboarding procedure.
  3. Join Us

    The importance of successful onboarding of remote engineers cannot be understated when it comes to building and maintaining strong teams. Onboarding is not merely about providing new hires with basic resources such as ID cards and computers; it is about cultivating a sense of investment and enthusiasm in the organisation, its products, and the team itself. It is also essential to ensure that new hires are familiar with and adhere to the development standards set by the group. By taking the time to properly onboard remote engineers, teams can maximise their potential and ensure their long-term success.

Related Article: 10 Tips for Successful Remote Software Developer Onboarding

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