Things New Hires Worry About Virtual Onboarding

Virtual Onboarding

Remote working became the new normal with the advent of Covid 19, but working remotely on the very first days at a new job can be overwhelming. Even companies with a perfect virtual onboarding process often fail to make recruits feel comfortable. There are a few questions that often come to mind whether a new hire or an HR.

What is virtual onboarding?

Onboarding is generally introducing a new hire to the organization. Precisely, it is the recruitment and earmarked blending of new employees with the company by using new hire onboarding software to help employees find their best method to onboard virtually at a new company. 

How long does it take? 

Ideally, virtual onboarding lasts for almost four to eight weeks depending on the role as the company wants to have set some long-run processes with employees who do not require onboarding. 

Why is it important? 

The vision behind virtual onboarding is to get new hires prepared for their role as quickly as possible. Moreover, to help them meet and blend with their new coworkers and help them succeed at every step. So, a great onboarding is not only important to orient employees but also to help build a psychological connection.

Besides, these basic questions, there are n number of questions in a new hire’s minds including:

Will I be given the software and equipment I need to get started? 

A typical first day for new employees starts with filling out paperwork and heading over to meet with the IT department to get the required equipment to start with the job. But, a new remote employee may worry about having the right system or tools on hand and be edgy about learning new programs remotely. However, some companies use technologies or self-paced tutorials and video training modules to solve this issue.

Will I be able to meet my employer’s expectations?

New employees must be given realistic, measurable goals when they get started. But in the context of remote workers, setting employees’ expectations becomes essential as it helps put the new talent on the right path. Hence, the manager and the new employee should plan a one-on-one virtual meeting to set clear on-job-role responsibilities, establish short-term and long-term goals, and trace performance milestones and metrics. Besides, remote employees also require clear guidelines describing the means, scope, and frequency of the work done. 

Will I get support if I have an issue or need help?

A new job provides new experiences and multiple new things to learn. During this sometimes problems occur even with employees who work autonomously. They might have problems they need to discuss during the first weeks or months after starting a new job. However, earlier, they could walk over to a colleague’s desk and get their advice but working remotely is different. So, now, that support must be virtual. Moreover, it is also important for HR and managers to have regular check-ins with new hires to see how things are going. 

Will I be stuck on Video calls all day long?

The onboarding process may take weeks or months even for those who would work remotely. So, the company’s people and culture executive need to break up the onboarding sessions into briefer, more digestible sessions. However, the process must also be fun, with ice breakers, Q&A sessions, and study breaks so that the new employees don’t feel stuck online or overwhelmed. 

Will it be the same when I go back to the office?

New hires often worry about going back to the office if required. They may be understandably worried about what will happen when they head back to the workplace. HR and managers should have a detailed conversation with each new employee after they are brought on board about it beforehand as few people might not want to work from an office and this might create an issue. 


Now that you have a better idea of what questions and problems might arise during an onboarding session. Keep in mind these above-mentioned questions before planning a perfect onboarding process to ensure success. 

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About the Author: John Lucas

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