FMC Global Talent | Virtual Onboarding

Ryan Luckman, Director and Meditech Team Leader at FMC Global Talent
Ryan Luckman, Director and Meditech Team Leader at FMC Global Talent

My name is Ryan Luckman, a Director of the Medical Technology team at FMC Global Talent.

During the pandemic we have shared insight from the market in response to recruitment and the digital selection process. Following the talent journey, we will now share insight on best practice approaches to virtual onboarding new hires. As companies continue to adjust to remote working, getting a digital onboarding process right is key to success and retention.

Digital Documentation

Remove the hassle and inefficiency of chasing HR paperwork with a digital version that is quick and simple.

Communicate Culture

Efforts should be made to share information and insight on the company and its culture, that is harder to achieve digitally.

The Right Tech

Operating in relative isolation the hardware and software required to perform the role are essential. Additionally, factor in the domestic set up such as Wi-Fi and ensure it is fit for purpose.

Feel Welcome

A fundamental part of the onboarding process is introduction and engagement with stakeholders. This is key to settling into the role and needs to be replicated on a virtual basis.

Virtual Training

Building competence and confidence is key and the remote working arrangements adds some complexity. Ensure that the training provided covers the breadth of topics required, including software demos, screen sharing and video-conferencing.

Peer Engagement

Onboarding can often focus on line managers and direct reports. A significant proportion of the value in onboarding comes from peers and this must be included in an effective process.

Clear Goals

Remote working can be isolating, it is therefore important that both short and long term goals are set and communicated so the individual is able to assess their performance.

Line Management

Put thought into how line management might differ during the initial few weeks for a new start working remotely. Getting the right balance of hands on and autonomous work is key.

Communication & Feedback

Regular communication diminishes the downsides of working remotely and is important for successful onboarding. In addition, encourage 2-way communication to get feedback to identify issues and improve the overall process.

Approached in the right way it is entirely possible to onboard new starts digitally and incorporate them into a remote working set up. The virtual approach goes a long way, but the most successful companies are including a socially distant human interaction too.

One client recently had a M&S picnic at a local park bench between the new starter and their line manager. These small gestures go a long way.

This pandemic is teaching us a lot, so embrace the tech, go digital and add the human touches to tie it all together.