Onboarding is not just about a team welcoming its newest addition. It’s also a moment to make a significant first impression and reassure your new hire that they made the right choice.
Here are a few tips you can build into your onboarding process to boost the retention, satisfaction, and performance of nearshored employees.
Introduce Future Possibilities
The onboarding process is just the end of the hiring process and the beginning of a career path. Companies use this transition period to equip new hires with hardware, logins, and relevant schedules. Those being onboarded may also have questions that didn’t come up during the interview process, with these being the most common:
- Does the company utilize employee mentorship programs?
- Are there positions at the company that haven’t been invented yet?
- Does the company sponsor external programs for professional development?
Be honest about the opportunities that await new candidates because of their expertise and let them know what resources the company can provide.
Overcome Logistical Challenges
After a candidate accepts a role, they should have the necessary hardware and equipment on or before their start date. Working with suppliers in LatAm countries may require more logistical finesse than their US counterparts, as shipping computers and other hardware into and between LatAm countries can take time. Fulfilling obligations to meet customs standards and paying applicable taxes and tariffs is part of hiring nearshore specialists, but it shouldn’t take away time from onboarding new hires.
It’s crucial to have specialists on the ground who know the time frames, shipping windows, and logistical intricacies of getting your new hires what they need. Not knowing the lay of the land can lead to costly delays. That’s why Howdy utilizes a team of logistics experts in seven LatAm countries, each with its own distinct operational nuances. Our experts facilitate a smoother onboarding process, ensuring team members are outfitted on day one.
Connect Through Conversation
Even though new additions to a company may be physically far away, it’s crucial to let everyone know they are all part of the same team. Utilize time zone harmony to conduct team builders and virtual happy hours. Sponsor mentorship programs that pair LatAm team members with US counterparts to collaborate on ideas and leverage strengths for future projects.
Onboarding remote recruits presents its own set of communication-based challenges, but establishing a regular schedule of check-ins can help ease introductory workplace difficulties. Recruits shouldn’t be expected to know everything on day one, so consider checking in frequently in the first few weeks to assess their growth and comfort in the role, then adjust the check-in frequency as needed.
Investing time and effort into an onboarding process can show your new team members that the company cares about employee success, which is tremendously important for retention and satisfaction. Ensure that managers know the pace expected for new recruits and that every team member feels comfortable providing feedback on the onboarding process. Two-way communication during this phase isn’t just important; it’s a way to improve the process for future hires.
