Tech Hires: Onboarding in a Work-From-Home Environment

Tech Hires: Onboarding in a Work-From-Home Environment

Finding and training new hires is hard enough in normal times, and the work-from-home (WFH) environment has added many new layers of difficulty to the process. How do you onboard a new team member when they’re literally not on board? It’s no wonder many companies have hit the hiring “Pause” button.

You absolutely can find and train new hires remotely. Here’s how to succeed:

The interview. We’ve been interviewing candidates by video since long before the 2020 lockdown. It just makes sense, and is a better use of everyone’s time, especially for the initial rounds. Our recruiters maintain that they can learn at least 90% of what they need to know in a remote interview.

The in-person part. Once they’re hired, bring them in to issue the company laptop and any other required equipment. This is a critical moment, and an opportunity to demonstrate how committed you are to their success. Be ready with a training deck, syllabus, schedule and anything else they’ll need to know about their training regimen. These tools show the new hire you are prepared and ready for their arrival.

Boot camp first. The first 30 days should be intense and training-focused. It’s not unusual for new hires to spend most of the day in training, role-playing or mock presentations. Include them in any group meetings as well, even if they’re not yet qualified to participate. When everyone is working separately it’s more important than ever to foster a sense of working as a team.

Close the loop. Don’t assume everything is going to plan. Check learning with end-of-week quizzes or other exercises to help you audit both the training and the trainers. Use this opportunity to check in with your new hires as well: How are they doing? Is the training overwhelming them? This feedback can help you make vital adjustments to your onboarding program.

When does it end? Never. You’ve now built some good habits for incorporating training into the workday … keep them going. A daily session of 10 – 30 minutes or so is ideal, even if just to share real-world challenges and solutions among team members. Who had a really sticky customer problem and how was it resolved? Whether your team is at home or in the office, training should never stop.

Questions about remote onboarding, or how apprenticeships can help? Contact Franklin Apprenticeships.

Proven steps to successfully train new hires, remotely

Proven steps to successfully train new hires, remotely

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With businesses all across the world employing a remote workplace strategy, the way we work, hire and train has gone through a sudden paradigm shift. Your team may be comfortable interviewing people by using teleconferencing technologies — a combination of an initial phone screen, a video interview, an online assessment, and a role play or mock presentation phone call may be enough. But, does your organization struggle with new hire training and onboarding once the offer is signed? As experts in remote hiring and training, here are a few strategies we employ at Franklin Apprenticeships that make our program successful.

  1. Assign a mentor. Much like our Success Coaches who are assigned to an apprentice to help monitor a remote hire’s ability to learn and apply skills, match your new employee to a mentor or coach who meets regularly for 20-30 minutes a week to act as a sounding board and monitor progress. These sessions not only train on soft skills and professional development, but also allow you to check in to see how your new hire is doing and what else they may need in terms of support. Quick phone and video calls work well to check in on a regular basis alongside texts in real time, as needed.
  2. Utilize online classroom training. For hard skills and technical training, utilize remote classroom training with live instructors and classmates in the same session. Record the sessions and use videos as a backup. A peer group of classmates not only push each other to succeed, but also bring them together as a unit and create an additional support system outside of the classroom.
  3. Train during work hours. Set aside a consistent time and day of the week for classroom training during work hours. Training employees during their scheduled hours enables them to focus on work-related learning without the disruptions that may accompany their life after hours.
  4. Shadow. Check in on employees in real-time by using a screen sharing system to see how an employee is doing in the specific role for which they were hired. Whether you listen in on live calls or join a teleconference, your employee can benefit from your input on their performance while they get hands-on experience.
  5. Role play calls. Use 20-30 minute sessions to help your new hire learn by role playing a few real life work scenarios. Have them gain valuable experience by playing both roles on a call — as your company representative and the client. This will help them learn what a client might need, as well as how to deliver to that client.
  6. Track it. At Franklin Apprenticeships our Skills Tracker allows employers and Success Coaches to monitor and track an Apprentice’s progress. Setting up a similar system to track progress starts with establishing goals and using metrics as the employee hits key milestones. A tracking system can be as easy as a weekly “Friday quiz” to see if the new learning is actually sticking.

The demands of working remotely can be strenuous on both you and your newly hired staff. Don’t let the training of your recent hires suffer as a result. By employing these proven strategies, you can help ensure that your new employee gets the training they need, and your remote onboarding goes smoothly. Together, we can make remote hiring and training a success!

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Apprenticeships: The Learning Supermind Approach for Upskilling Employees Are You One of the Many That Do This Wrong?

Apprenticeships: The Learning Supermind Approach for Upskilling Employees Are You One of the Many That Do This Wrong?

 

Calling all Companies Supporting the Work-From-Home Resurgence

Calling all Companies Supporting the Work-From-Home Resurgence

What is your hiring strategy?

Carolina Milanes, principal analyst at Creative Strategies and founder of the Heart of Tech wrote a great commentary this week for Fast Company in response to the resurgence in remote work. Working from Home is great for diversity. Let’s keep it going sheds light on the work from home environment.  According to Milanes, “Remote work can open the door to talent pools that are more diverse in three key areas: gender, accessibility, and race.”

We would like to take that sage advice a step further by adding the concept of apprenticeship into the mix. Apprenticeships are slowly re-emerging to fill the gap of university education, especially in IT—including top remote positions such as Help Desk and Network Engineer.  These programs open opportunities for individuals to learn new skills, build amazing careers, and do work they truly care about. They also tap into a talent pool of diverse talent often discounted by traditional HR. Highly structured programs are supported with online learning, dedicated Success Coaches, and cloud-based e-portfolio systems built specifically to accelerate and monitor a remote learner’s ability to apply skills.  

The coronavirus has sent workers home, many of which will have no jobs to go back to.  What a great time to take advantage of an untapped talent pool ready and anxious to bring their skills to new heights.  

What is your hiring strategy?  Learn how apprenticeship can help leading companies create a compelling, diverse remote workforce strategy for 2020 and beyond. 

Contact Franklin Apprenticeships today and learn about our Digital IT Help Desk, Network Engineer, and AutoMOtive! Apprenticeship programs!