It’s critical to have a strong remote onboarding procedure in place if you’re planning to hire remote talent from India. It’s important to make sure new hires have a sense of belonging and are accepted into the company.
It pays off, we assure you!
Businesses that make improvements to the onboarding process usually witness higher employee engagement, faster proficiency, and reduced attrition rates. Effective remote onboarding can significantly improve both in-person and virtual work environments.
Let’s start with the fundamentals first: what exactly is the significance of remote employee onboarding?
The procedure is required, particularly in light of the fact that long-term employment is becoming less common. Within the first 45 days of employment, over 20% of workers quit, which is costly and harmful for any kind of business. Given that disgruntled workers in the US cost their companies between $450 and $500 billion annually, this information becomes even more concerning. This is why onboarding programs are crucial.
Let’s dissect the process of remote onboarding, show you what to anticipate at each turn, and go over some key avoidance strategies.
A new hire learns about the company’s culture and becomes involved in its ethos during the remote onboarding process. They gain a stronger sense of belonging and an awareness of their place within the company in this way, all of which have an immediate effect on their loyalty.
The process of remote onboarding ought to assist new hires in:
- Determine their duties and functions.
- Learn how to use the internet platforms.
- Learn about the policies and culture of the company.
- Learn about the team.
- In addition to all of the above, a well-executed onboarding procedure is a considerate and cordial way to welcome new employees.
Now, let’s have a look at the content of this post:
- Benefits Of Effective Onboarding Process Of Indian Developers
- Tips To Onboard Remote Indian Developers
- What Is The Duration Of Onboarding Remote Talent?
- How To Onboard Remote Talent From India?
- Checklist To Know While Hiring Indian Remote Talent
Benefits Of Having An Effective Onboarding Process For Indian Developers
- Employee retention: Newly hired Indian remote talent benefits from a speedy start, which makes them feel comfortable and confident right away. This helps them decide if this is the firm they want to stay with.
- Employee involvement inside the organization: It’s critical that recently hired employees get to know the company executives as well as their team supervisors and fellow team members. Establishing strong ties from the beginning is crucial for the entire organization.
- Employee devotion to the business: Make sure your recently hired Indian remote staff members are informed about company policies and any upcoming updates or adjustments. Making them feel like an important member of the team by doing this can greatly contribute to the development of strong, enduring loyalty. Creating a happy and productive work environment requires treating new hires like family.
Tips To Onboard Remote Indian Developers
Seventy percent of team members who experienced outstanding onboarding feel they are in “the best possible job.”
Get going straight away.
The early-morning perks of onsite employment, such as meeting new bosses for lunch or quickly bonding with coworkers in the hallway, aren’t available in a remote setting. It is probable that a totally virtual onboarding procedure has not yet been experienced by a newly hired employee within the company. Plan to use a variety of talent acquisition tactics to reduce the anxiety that new Indian remote talent faces on their first day and assist them in gaining confidence.
Assign someone to handle the fresh Indian distant talent.
A “buddy” needs to be assigned during the onboarding process for newly acquired Indian remote workers. By getting in touch with the new hire ahead of time, the onboarding liaison can position oneself as the person to contact for this special individual. This will ease the new Indian remote talent’s transition into the workplace. Global firms may have various cultures, therefore it’s best to designate a point of contact for any queries the new Indian remote talent may have.
Establish a rapport before they begin.
Make an effort to make an Indian remote talent feel at home if they accept a job offer. Deliver a welcome package to the homes of new hires that includes corporate merchandise and a heartfelt welcome note.
Before the start date, configure the technology.
One of the best practices for onboarding remote staff is holding an IT session, which is required in a remote scenario. Give your new Indian talent an IT workshop to demonstrate how to utilize various business-related applications so they can stay connected and do effective work from home. In order to ensure that new hires are completely present and at ease on their first day of work, it is best to complete this prior to the start date.
Create one-to-one relationships
It is recommended to hold virtual meetups so that the new Indian remote talent may engage with their peers and get to know them better. This is because hiring remotely from India is becoming more and more common, yet small conversation is lacking in distant work environments. Having your new hire start attending group conversations right away, in addition to one-on-one meetings, can help them develop a deeper grasp of how work is done.
During a “shadow week” organized by some firms, the new recruit attends a broad range of team and stakeholder group meetings, including those that may seem less pertinent to their primary duties.
The remote onboarding process gains momentum when it gets off to a good start. If, however, things go wrong from the start, the new hire loses faith in the company, the organization starts to doubt the hire’s intelligence, and the new hire’s confidence is damaged.
After the first 30 days, onboarding should be the start of a continuous development process that builds the employees’ performance in their jobs, relationships throughout the organization, and alignment with the organization’s culture.
What Is The Duration Of Onboarding Remote Talent?
Generally speaking, depending on the position, duties, and seniority of the employee, remote onboarding should take two weeks to three months. However, Uplers is a great option if a business would rather leave the laborious onboarding procedure to the professionals.
Appic Softwares Streamlines Remote Onboarding to a Great Extent
Appic Softwares handles all contracts and legalities once the Indian remote talent is verified, ensuring a seamless remote onboarding process. To make sure that the client and talent engagement is up to standard and they may be as transparent as possible, an Uplers talent success coach is still present.
- Lifetime Replacement: Uplers offers the talent a 30-day trial period. It is always simple to replace a talent with someone else if the talent doesn’t fit the company culture.
- Easy Cancellation: You can choose to cancel an engagement at any moment by providing 30 days’ notice if, in the unfortunate event, you decide you no longer need the talent or if there are ongoing performance issues.
How To Onboard Remote Talent From India?
Orienting and educating new hires, as well as providing them with the resources they need to get started and contribute significantly to the business, are all part of virtual onboarding. The onboarding process, which might take three to twelve months, starts even before the new hire starts working. Pre-boarding entails a few things and requires prior planning.
Proceed with the pre-boarding.
Initial impressions are crucial. Thus, the organization should begin preparing for a smooth onboarding process well in advance of the new Indian remote talent’s joining date.
Make contact with the new hire, establish a connection, give them access to tech tools, and assist them in logging into any required platforms prior to their first day of work.
A thorough PowerPoint presentation customized for their position and responsibilities can also significantly improve their comprehension of the company’s expectations, values, and culture.
Working together in the early going
After pre-boarding, the new Indian talent must establish certain internal partnerships inside the organization prior to the start of the remote onboarding process. This action will strengthen their bonds with the team and other employees.
Making relationships with potential teammates is important, but so is staying current on all requirements. Thus, work together with other teams to share expertise in order to facilitate the new hire’s onboarding.
Using a learning platform, the business can create training materials for the new hires. Additionally, channels for feedback should always be open so that individuals may simply contact the appropriate team member with any questions.
If onboarding content is created by several teams, it is considerably simpler to produce. New Indian remote talent has greater opportunities to engage with all departments, while HR and L&D teams work less and others are more involved in the process.
Make sure every hire has a unique onboarding experience.
Each hire’s unique requirements and expectations, as stated in their application, cover letter, and interview, should be the focus of a collaborative, interesting remote onboarding process.
Everybody will have a unique new skill. It’s best to be accommodating and let the new hire to learn things at their own pace. It will also be necessary to customize some of the training materials for every new hire. By doing this, they will be able to establish a solid foundation within the company and go forward with clarity.
Maintain their attention
One may experience loneliness and neglect in a remote location! It is crucial to continue encouraging fresh Indian talent as a result. Keep them engaged and energetic. Use checklists of onboarding activities and don’t be hesitant to encourage folks occasionally to assist keep them focused and interested. It’s an excellent concept for remote employees’ onboarding!
Creating a checklist and sending them onboarding reminders can be enough to do this. Introduce yourself and receive calls that are current to keep people interested.
Ask for input frequently.
Receiving input from the novice on a frequent basis is always advised. It assists businesses in continuously improving their remote onboarding procedure. Make sure you ask your recent hires about their onboarding experience as well. Try to figure out what’s working, what needs improvement, and how the process is benefiting them. Check-ins with the new recruit must be done every day in the beginning, but they can thereafter be spread out based on needs. Positive feedback boosts new hire motivation and engagement by assisting the company in identifying any problems or shortcomings early on.
Checklist To Know While Hiring Indian Remote Talent
When implementing remote onboarding, companies ought to concentrate on three crucial aspects:
- Corporate orientation
- technical orientation
- Onboarding social media
Employers may encourage staff to stay and prosper by implementing this complete approach.
Organizations must help recently hired employees get acclimated to the company’s standards and values throughout the first year of employment. The hiring manager should have official discussions with them at predetermined intervals, going over things like the history and brand of the organization, performance standards, and how prospects for advancement materialize.
In remote areas, continuous technical support is essential. The new hire has to have clear technical remote onboarding guides that include things like the software the organization employs, how to utilize certain software, and how to stay in touch with their peers.
Create a feeling of belonging. Developing a close relationship with the new Indian remote talent can be challenging in a distant environment. In order to facilitate future collaboration, encourage them to strike up a conversation within their first few days on the job with other employees.
A corporation can ensure a seamless remote onboarding process and solid foundation by adhering to this checklist.
almost all of the paperwork
The process of remote onboarding may be laborious. Using e-signature technology to enable employees to see, update, and sign contracts, agreements, and tax documents from home will streamline the hiring process.
In addition to helping you keep track of all the important papers online, this will also save you paper!
Plan beforehand for your first week at work.
Any organization that hires a new employee may find it daunting at first. To ensure that the new Indian remote talent gets off to a strong start, it is advised to pre-plan the calendar with their to-do lists. It is advisable to plan events like video chats and regular check-ins so that people don’t feel ignored.
Distribute a kit and a welcome email.
Put important information in their welcome email so they know what to expect on their first day. This sets the tone for onboarding. The day before they begin, send out an email with the agenda, the link to the first video conference, and any other important information, like access to the company intranet.
It’s a wonderful notion to provide a welcome kit to Indian remote talents in order to engage them and make them feel cherished and appreciated. A virtual coupon that can be used to purchase lunch on their first day, along with other unique gifts like a corporate handbook and information on benefits, can be included in the welcome kit.
Name a welcome companion.
Because working remotely can be lonely, pair your recruit with a welcoming friend. They will benefit from having a regular meeting partner and be able to settle down and start producing sooner.
Include them in lines of communication
Remote work environments necessitate online communication. Make sure the new Indian remote talent is added to all the appropriate calendar invites, email groups, and messaging applications so they don’t miss any crucial messages or updates.
Ensure that your Indian remote talent has an orientation call scheduled. Talk about the company’s policies and procedures during the call.
Arrange enjoyable onboarding events.
If you don’t include some enjoyable components in the virtual onboarding process, the new hire will find it tedious. To make the onboarding process more engaging, you might incorporate activities like online bingo, puzzles, and riddles.
Now, in the end, we hope that through this post you were able to gain knowledge on how to create an efficient onboarding process for Indian developers. Moreover, if you are looking for a company through which you can hire dedicated Indian developers, then you should check out Appic Softwares.
We have an experienced team of developers from which you can choose. Our developers have worked on various projects and handled clients across the globe.
So, what are you waiting for?