SPECIAL SECTION: EDUCATION
Employee Onboarding In A Remote Work Environment How to acclimate new hires who have never been to your office BY GARY CULBRETH | SPECIAL TO NATIONAL MORTGAGE PROFESSIONAL
O
ur daily lives changed significantly about five months ago with the rapid spread of COVID-19. In days, many of us went from working in our offices to trying to replicate a productive work environment at home, not knowing when we would return. As leaders, our critical thinking skills and innovative spirits were tested. As an industry, we all held tight as we wondered what impact the pandemic would have on our market and our businesses. Fortunately, even after months of COVID-19, many of us are busier than ever; however, these circumstances require us not to proceed with a “business as usual” approach, but rather to rethink and adapt the way we recruit, onboard, and train new employees. Until recently, many companies in the mortgage industry had only a handful of remote employees. Most businesses had the capacity for virtual onboarding/training, but never the need to rely on it exclusively. From a teaching perspective, it is likely that trainers are either not inclined or experienced in providing virtual instruction only. Similarly, learners who imaged having the support of peer trainees or in-person coaching have also needed to make adjustments to ensure their own readiness for their new roles.
So, how do we acclimate new hires to our company when it is the case that those new employees have never physically been to our offices?
WORK WITH THE IT TEAM The first step is to assess your organization’s capabilities. Most companies have access to technology that allows them to meet virtually to some degree via screensharing, camera capabilities, etc. Understanding what those capabilities are and your own team’s capacity is paramount in moving forward. Partnering closely with your company’s IT department will be a game-changer in terms of how smoothly this process will go. The IT department can guide recruiters and trainers through the new terrain of virtual hiring and onboarding employees. Are any of your processes dependent upon printed forms or physical signatures? If so, change them! Your staff may also need assistance in setting up and conducting remote interviews and training sessions. Remember to consider whether a potential employee has their office phones transferred home or if they are using personal cell phones. Information security and personal privacy are important factors and need to comply with your company policies.
Err on the side of too much information. Without the chance to ask questions over the cubicle wall, everything needs to be documented for new employees.”
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| NATIONAL MORTGAGE PROFESSIONAL MAGAZINE
Gary Culbreth is senior director corporate training and recruiting for NewRez.
For those leading the recruiting and hiring, understanding the technological logistics of a job may be a new consideration. Until very recently, many employers have not typically had to take into account whether a candidate has reliable internet access and enough bandwidth to complete job functions. Those are critical factors. Once you know a new hire can do the job, then you need to get them set up correctly. Normally, IT would have the opportunity to set up a new employee’s equipment. Remotely, these tasks are a much bigger lift. Providing detailed set-up instructions is imperative in ensuring that their do-it-yourself office spaces get up and running efficiently. IT may need to modify what they have been using, and detailed input will help.
BE PROACTIVE The next step is to deliver a smooth, comfortable, and welcoming
