International remote teams are a wonder of the new world. Only with today’s level of collaboration technology can teams across borders work together efficiently. Many international remote teams are made up of top-talent people who bring excellent skills and experiences to the virtual table. However, building this kind of teamwork requires excellent remote onboarding tools and technology. Introducing new remote hires to your tech stack and workflow can help them rapidly become valued team members.
1. Ensure Each Team Member Has the Right Hardware
- Laptop or Computer and Peripherals
- High-Speed Internet Connection
- Secure Wi-Fi Hotspot
- Printer and Other Necessities
The first and most essential element of remote onboarding is the hardware. It’s important to ensure that each remote team member has the equipment they need to connect and operate their extension of the office. Remember that being able to complete the initial online interview rounds does not necessarily mean they are already fully equipped for the workflow.
Ensure that each remote team member has high-speed internet or equip them with a secure high-performance Wi-Fi hotspot. Ensure they also have the right peripherals with their computer and that it has the specs necessary to run company software if there are high-performance demands. Lastly, cover specific additional equipment they might need like a printer or scanner.
2. Connect on the Cloud
- Cloud Storage and Document Sharing
- Project and Collaboration Software
- Project Management and Task Tracking
- Video Conferencing
- Team Chat Channels
Once your new remote team member is hardware-ready, dive into onboarding through the cloud. Cloud-based platforms and tools are the best ways to connect teams, and they can help streamline the remote onboarding process. Accessible remote onboarding tools like Google Drive and Skype, can help get people started because they don’t need specific access to company systems.
Cloud storage and document sharing also make access to onboarding materials smooth and easy. You will likely already be connecting through a video conferencing platform, as that is normal for remote hiring procedures.
From there, connect your remote team members to cloud-based project management, task tracking platforms, and collaboration software where they will be building projects with their new coworkers. Lastly, open the lines of communication with cloud-based chat channels like Slack or even Google, depending on your company’s tech stack.
3. Provide a Virtual Employee Handbook
The employee handbook is a comprehensive guide to company policies, resources, and procedures. It also helps employees get familiar with the company, how to follow the rules, and what is expected of them. However, for remote employees, you don’t have to mail or have them print a physical handbook — provide a virtual employee handbook instead.
The best virtual employee handbook also functions as an online information center. It is searchable, connected by internal links, and easy to read one subject or policy-set at a time. Creating these resources for remote employees will support self-onboarding and also provide all employees with convenient, online access to the complete employee handbook, making policies and guidelines easy to reference for everyone across the company.
4. Establish a Self-Onboarding Checklist
Self-onboarding is also a great way to empower remote employees to dive into their introduction to the company and its resources. Many tasks are easier to do DIY without step-by-step guidance in the middle of a conversation. Making an email address, building accounts for online platforms, filling out their profile on various accounts, connecting their paycheck financials — these are tasks easier to do solo.
The best way to help is to provide a comprehensive self-onboarding checklist. Include links to each platform and sign-up page, and provide specific instructions on connecting their accounts to the company’s team or organization accounts on each platform.
5. Schedule Virtual Remote Onboarding Meetings
Of course, only some elements of remote onboarding can be taken care of DIY. There will always be a hands-on element to introducing a new employee to the job. This process has also traditionally been done in person with the new employee’s manager or mentor, walking them through the introductions and showing them the ropes.
When doing remote onboarding, you’ll need virtual onboarding meetings. Schedule video conferencing meetings where you can chat and talk face-to-face about each next step. Make sure your screen sharing is also working, and take turns sharing screens to show them what to do and confirm that they are navigating the process smoothly.
6. Assign a Remote Onboarding Buddy or Mentor
Everyone benefits from having an onboarding buddy. This is someone they share a workflow with, who is familiar with all or most of their job tasks, and someone they can feel comfortable asking a ton of questions over the first few weeks.
An onboarding buddy is a partner instead of a boss, and can also become your new hire’s first work friend. However, the right person depends on the structure of your team. This person could be an equal on the team, the next most recent hire, or a team senior who can act as a mentor.
7. Provide an LMS Platform With Useful Courses and Tutorials
Integrate remote onboarding with your company’s learning management system (LMS) platform. Include useful courses in technologies, tools, and procedures that will become a part of the new employee’s workflow. Your company can also make custom courses, tutorials, and micro-learning lessons that can help streamline each remote hire’s onboarding experience.
8. Provide Digital Templates to Guide Routine Tasks
Another way to use technology to your advantage is the implementation of digital templates. If there are routine tasks like filing reports or building standard assets, providing a template can help to ensure faster understanding and task completion. Templating certain tasks can also streamline productivity for the entire team, not just your latest hires.
9. Create a Channel for Feedback and Questions
Lastly, provide a communication channel where your new remote employee can ask questions and share feedback. This can help you respond dynamically to the unique remote onboarding needs of each team and individual while providing opportunities to continuously improve your process.
Build Your International Remote Team With BrightR
If you are looking for remote talent to fill out your digital teams, BrightR is here to empower your company’s remote staff-building efforts. We understand the need for great talent and the remote onboarding tools and techniques to achieve their full potential. Contact us today to learn more.
