In the wake of the pandemic, remote work is now an established part of most organizations’ policies. For many businesses, remote work is a new practice. Compensating for in-person communication can be challenging when onboarding new employees. Following a checklist for onboarding can help set up remote employees for success.
Assuming your HR department has already established that your organization can legally hire the person from where they are located, this checklist is designed to cover everything beyond the legal aspect of remote work.
Some employers partner with an Employer of Record (EOR). EORs are third-party organizations that will hire and pay your employees on the behalf of your company. Allowing a business to hire employees from other states or countries, EORs take responsibility for benefits, taxes, and insurance among other formal employment-related tasks.
Here is a checklist for onboarding your remote employee:
Technology Needs: Send IT equipment to the remote employee, including a microphone, and monitor in addition to their laptop. Install all software and create logins and passwords. Assess their internet for uploads, downloads, and ping level.
Paperwork: Before their start date, send all relevant paperwork to your new employee using digital signatures. If you’re using an EOR, then they can handle everything. If not, be sure that your paperwork covers where is the employee going to work and in which country is the employee taxable.
Employee Handbook: Make the employee handbook accessible online and share with your remote employee. Employee handbooks are now more important because the learning curve for a remote employee is steeper.
Introductions: Introduce the new employee to the company by describing what they will do in what department and who is managing the employee in an email or via the standard method of communication. Include some background information.
Establish Goals & Expectations: Train remote employee using quantitative Key Performance Indicators (KPI). A KPI measures your employee’s progress in achieving established goals and objectives during their initial training.
Mentor: Assign a mentor to your remote employee. In addition to their supervisor, your remote employee should have someone else to answer questions and to advise on company culture and other aspects of working at your organization.
Team Building: Engage your remote employee with team building. Whether you hold a team retreat every month or two or simply play weekly games with team members, a team-building exercise can help your remote worker feel they’re an integral part of their team, as well as an established member of the organization.
Check In: Schedule check ins with your employee. Establish weekly one-on-one meetings between your remote employee and their supervisor. And also hold team meetings on a regular basis. Discuss the goals and objectives for your remote employee’s KPIs. If possible, hold in-person meetings with your remote employee as part of team meetings once a year and company meetings once a year, scheduled six months apart.
Let Optimum Staffing Solutions Guide You
Optimum Staffing Solutions can help both candidates and employers with the placement of accounting professionals. For the best staffing agencies in Greensboro, NC, as well as for the best staffing agencies in Charlotte, NC, contact Optimum Staffing Solutions.
A Greensboro temp agency, an Atlanta temp agency, as well as a Charlotte temp agency, Optimum, can provide your company with a highly skilled freelancer, contract, temporary, or direct hire professional along with HR Services. Of the temp agencies in Greensboro, NC, Atlanta, GA, and the temp agencies in Charlotte, NC, Optimum offers small to medium-sized businesses a wealth of talent to fill their positions.
Please visit our site to learn more: www.optimumstaffingsolution.com