Virtual inductions: ways to thrive them
The first impression is the last impression. Going by this popular adage, the first impression can highly influence the other person in more than one way. Thus, the first impression you give your new recruits can say a lot about their future experiences within your organization.
Hiring a new employee can be nerve-wracking, both for them as well as for the company. While one cannot control how well a worker will succeed within the organization, but the company can certainly put its best foot forward and ensure the best possible start. The key to a good start is a great induction training program. An effective induction program can make the difference between a new employee successfully integrating and leaving very quickly.
However, the coronavirus pandemic has changed our lives in several ways. Work from home is now the new normal. But virtual onboarding and training are relatively new concepts. While a key element – a human touch that goes a long way in aiding new employees to learn the organization’s culture and values – is missing in the virtual processes, an organization can still engage the new recruit and make him feel comfortable.
Read on to know more about what the process of virtual onboarding involves and ways to better the experience.
A key focus of virtual inductions
Effective induction and onboarding are crucial for both employees and the business. Recruitment is a time-consuming process, and it is imperative to swiftly and efficiently induct the new recruits into the organization. Virtual inductions are usually held over days. It consists of introductions, workshops, demonstrations, and explaining processes. The last day is usually a little more intensive with workshops and problem-solving.
Below is a list of things to keep in mind while structuring your virtual induction process.
The new employees should be adequately equipped. Before the virtual process starts, the organization must ensure that the new recruit has an uninterrupted internet connection, a laptop/desktop. Documentation will also need to be moved online.
The most important consideration is to make the induction an engaging and immersive experience for the new joiners. The aim is to pique their interest and motivation levels.
The next focus of a good and effective virtual induction should be to provide a sense of interconnectedness among the new recruits. Seasoned employees must take efforts to make the new joiners feel at home and answer all their queries.
Organizations need to ensure that the new recruits should not feel at a loss. Expose the new joiners to every facet of the company. Senior employees need to hone an understanding and empathetic attitude towards the current situation and accommodate the new joiners without compromise.
Ensure that the induction is spread across 3-4 days to avoid information overload. New joiners can feel overwhelmed by the barrage of information regarding company policies, values, goals, etc. Break down the process into smaller bytes over a couple of days.
Companies need to understand and take into consideration the cognitive toll and fatigue that come along with any mode of induction. With virtual induction processes, it is comparatively easier to strategize a consistent downtime for the new recruits to disconnect.
Your new recruits are mostly young people and hence bombarding them with too much information about the new organization can be boring. Think out of the box to come up with a more engaging process. Include fun trivia or pop quizzes at regular intervals to keep up the interest level.
Feedback is key for any process. Virtual induction is a relatively new concept and hence it is a great idea to find out from the new recruits what they liked or did not like about the session.
Benefits of going virtual
Effective inductions are timely, organized, and engaging. The goal of an effective induction process is to inspire new starters and lay the foundations for him to develop important relationships within his team and across the wider organization.
Online inductions offset almost all the challenges like inadequate time spent by managers, inconsistent messaging, and cognitive overload that are inherent to facilitated training.
The major benefits of a virtual induction process are as follows:
- Flexibility for learners
- High engagement quotient
- Sticky learning experience
Ways to better it
A poor induction program is either too full-on or half-baked. The most common complaint new recruits have is that they were overwhelmed and bored. If a new starter becomes disengaged, it may be very difficult to re-engage her. Here are certain areas where there is still room for improvement.
To come up with an effective and efficient online induction training program, start early. Prepare the new recruits from the moment they accept their new role.
Businesses need to identify the right online platforms for the onboarding process. A well-organized and centralized online platform that manages everything, from staffing and assignments to personal stuff, will provide a cohesive experience for the new recruits.
Go for a buddy system. It is an extensively utilized tool that can help new hires connect with peers and understand how their co-workers think and solve problems.
Companies need to provide lots of breaks to help the new recruits process the information provided to them. Businesses need to create an environment where open dialogue is encouraged. New joiners often have tons of questions and they should feel comfortable speaking their minds.
New joiners are quick to form first impressions. Their experience during the onboarding and induction process plays a crucial role in how they perceive the new organization. The basic idea behind an induction process is to incorporate the new starters into the company culture and help them to understand the bigger picture. Thus the virtual induction should go beyond formalities and regulations.
Your induction is unique to your company, so you should be using your training to showcase what makes your company different and the impact your new recruits will have. It’s a proven fact that happy employees are more engaged and productive. So, focus your efforts on giving your new starters the best possible start with the company.