You're onboarding new hires virtually. How can you make the experience interactive for them?

To make virtual onboarding interactive, you can incorporate the following strategies: 1. Interactive Orientation 2. Mentorship and Buddy Programs 3. Gamified Learning 4. Interactive Training Workshops and Webinars. Hands-On Activities: Include collaborative projects and simulations. 5. Virtual Social Events Icebreakers. 6. Engaging Communication Slack Channels. 7. Interactive Onboarding Portal Customizable Profiles. 8. Welcome Kits Digital Kits: Send personalized welcome videos and e-books. Physical Kits: If possible, send branded merchandise and supplies. 9. Feedback Mechanisms Surveys and Polls. 10. Continuous Support Regular Check-Ins: Schedule periodic check-ins with new hires.

In virtual onboarding scenarios, I've observed a mix of introverted and enthusiastic candidates. It's natural for introverted employees to have questions. By personalizing our approach and incorporating interactive games and team sessions, we create opportunities for new hires to interact with colleagues, fostering friendships and a relaxed atmosphere.

1. Virtual Meet-and-Greets: Schedule video calls with team members and key stakeholders to build connections. 2. Interactive Training Sessions: Use engaging formats like live Q&A, polls, and breakout rooms during training. 3. Collaborative Projects: Assign small group projects or tasks that require teamwork and interaction. 4. Gamification: Incorporate quizzes, challenges, and leaderboards to make learning fun and competitive. 5. Ongoing Support: Set up regular check-ins, mentorship programs, and virtual social events to foster a sense of community.

I'm a strong advocate for building connections before diving into meeting content. My preferred icebreaker involves new hires sharing personal insights through intriguing questions. An effective and engaging way to facilitate this is by using a virtual "spin the wheel" format, which randomly selects the questions, adding an element of fun and spontaneity.

Virtual icebreakers are important because they: - Help new hires feel welcome and connected - Break the ice and reduce awkwardness - Encourage team collaboration and communication This is what I have felt

- Faça uma apresentação que seja dinâmica, criativa, sem muitos textos - Adicione vídeos que apresentem a empresa e que representem a cultura - Utilize plataformas com quizzes, nuvem de palavras e outras ferramentas que permitam a participação ativa dos novos colaboradores - Disponibilize um manual de integração com os principais temas falados e contatos das áreas da empresa

Ditch the boring slideshows! Leverage interactive e-learning platforms to create engaging onboarding content. I've had great success using tools like Articulate Rise or H5P to develop modules that include quizzes, drag-and-drop exercises, and scenario-based learning. This approach not only makes the content more digestible but also allows new hires to learn at their own pace and revisit information as needed.

Yes interactive content and gaming content is now what is required to keep the attention of the new generation workers.. they are always testing.. they come with so much social media knowledge, we need to find them something that’s intriguing and creative to sustain interest and learn. Gamification ideas 💡 you can find on posts where I’m tagged

I agree that self learning is really important and people learn at different paces. But you have to have some level of standard or consistency. I would assign buddy systems to an interactive onboarding package. Ensuring that a buddy can walk the new hire through their own self learning and ensure they are accountable but with support is a great way to get onboarding training completed while developing deep relationships among colleagues.

Utilize recursos como vídeos interativos, infográficos animados ou apresentações dinâmicas para transmitir informações sobre a empresa, cultura organizacional, políticas e benefícios de forma envolvente.

This is an excellent idea and I think new hires should continually meet with an onboarding team for several months. From the perspective of a new employee, they can still consider themselves "new" at 6 months. Yet most onboarding programs only last one week. Considering extending out the Onboarding process and eventually taper out the support as someone becomes more ingrained with the organization. Another potential to investigate is AI onboarding support. It lives in your network and a new hire can log in and as a questions like "where would I find my hiring policy?" and the AI would guide it to the file folder with that individuals personal information (this is one example of a million ways AI can help onboard new hires!)

Organize sessões regulares de perguntas e respostas ao vivo com líderes da empresa, onde os novos contratados podem fazer perguntas sobre suas funções, expectativas e oportunidades de crescimento.

Sessions Schedule regular live Q&A sessions with different department heads or team leaders. This gives new hires the opportunity to ask questions in real-time and gain insights directly from key personnel. I always encourage our leadership team to share personal anecdotes during these sessions, which helps humanize the company and makes new employees feel more connected to the organization's mission and values.

You can also use Live Q&A to make virtual onboarding more fun and interactive for new hires by considering these points in mind; Real-time answers: Schedule live Q&A sessions where new hires can ask questions about the company, their role, or the onboarding process. Open communication: This creates a more open and transparent environment, fostering a sense of trust and understanding.

Tener dudas o preguntas puntuales ayuda a acelerar el proceso de inducción. Si bien el aprendizaje virtual es importante, más aún las sesiones en tiempo real, con las personas indicadas para resolverlas. Es un acercamiento más profundo y una forma de mostrar apertura y genuino interés de apoyo durante esta transición.

Implement a virtual mentorship program to pair new hires with experienced team members. This provides a go-to person for questions and helps integrate newcomers into the company culture. I've found that using collaboration tools like Slack or Microsoft Teams for mentor-mentee chats keeps the interactions frequent and informal, fostering stronger relationships.

Atribua mentores aos novos contratados para orientá-los no ambiente de trabalho virtual. Estabeleça sessões de mentoria regularmente agendadas para discutir desafios, objetivos de carreira e adaptação à cultura da empresa.

Virtual mentorship also plays an important role to make virtual hiring more interactive keeps these points in minds; Pair them up: Assign each new hire a virtual mentor who can provide guidance, support, and answer questions. Build relationships: Mentorship helps new hires feel connected and supported, making them more likely to succeed.

Virtual mentorships or onboarding buddies are a great way to connect new remote employees and even employees across regions and offices. There are multiple benefits to this approach, including access to knowledge you may not have in your own office/department, increasing diversity, and helping employees not feel isolated. This is especially important if someone is transitioning to remote work for the first time.

A mentoria virtual é uma forma de levar para dentro das empresas o que as redes sociais já fazem com muito sucesso, afinal os influenciadores já são uma realidade de modelação. Então, porque não fazer com que mentores possam ser influenciadores dentro da empresa, trazendo orientação, respostas e compartilhando suas experiências.

Yes this is an aspect we can never leave behind, most developed nations have a generation of gamers and that’s what keeps them alive, this instills interest and it’s important to keep it up… This is important for them to quickly adopt and learn the job, it’s war to be the last man standing or the first to finish with the gaming generation who will take the mantle forward.

The most effective gamification strategy is to engage new hires in business games that simulate real-world scenarios they may encounter in their roles. This approach provides a secure setting for employees to acclimate to the business environment while also fostering connections with their colleagues through collaborative role-playing.

Integre elementos de gamificação no processo de aprendizagem e integração, como desafios, pontos, rankings ou badges para completar tarefas de integração, participar de treinamentos e interagir com colegas.

Auch wir haben ein Quis genutzt in zweier Teams um den Zusammenhalt im Team zu verstärken , die fragen gingen von professional bis lustig. Ein riesen Spaß mit großem Potential zum dazu lernen. Eine zufällige rotation in jeder neuen Runde hatte den effect das zum Schluss alle zusammen geraten haben. Nur zu empfehlen.

A gamificação é uma realidade, porém devemos notar que nem sempre a competição é estímulo. Jogar não significa competir necessariamente. Jogar significa desempenhar. Sendo assim, as motivações de cada perfil podem ser diferentes para desempenhar. Isso sendo observado e nutrido, ótimo jogo.

Solicite feedback regular dos novos contratados sobre sua experiência de integração virtual. Use esses insights para ajustar e melhorar continuamente o programa de integração, garantindo que seja eficaz e alinhado com as necessidades dos novos funcionários.

La retroalimentación, es un arte, poder dar una retro sin hacer sentir mal a quien la diriges, es complejo pero logrando esto se puede lograr una sinergia y una productividad muy alta, ya que íntegras al personal en el proceso de resolución, lo cual ayuda a la vez al sentido de pertenencia. Poder brindar retroalimentación y más durante el proceso de onboarding y curva de aprendizaje permitirá sentir al colaborador seguro y permitirá desarrollar le herramientas que contribuyan, ya que no vera el error como algo negativo sino como una oportunidad para mejorar.

Deixe os colaboradores a par das intenções e seguros e eles irão cooperar. Quando o processo é acolhedor, construtivo e instigante, é natural que as pessoas se sintam engajadas na melhoria do processo. Porém, se o nível de feedback é baixo, esse já um indicador de que há necessidade de melhorias no nível de segurança psicológica.

Pedir para que os novos colaboradores deem seus depoimentos sobre o processo de contratação, treinamento até sua real efetivação é um ótimo termômetro para compreender se os processos estão alinhados com as expectativa. Também considero de extrema importância que haja interação de todos os setores da empresa sobre os processos, pois só quem está atuando no dia-a-dia saberá dizer se tudo acontece conforme as diretrizes. Contudo informações sem interpretação correta ou sem um objetivo bem definido, não ajudarão em nada. E empresa precisa deixar tudo bem claro sobre o que espera e onde quer chegar.

I think surveys are a great way to gather data on the new hire experience, but I tend to include the full experience in that survey, so the hiring process, orientation and onboarding are covered in one. However, I think check-ins are more valuable for individual success of remote employees. As HR I like to check in about once a week (usually a scheduled Teams call). But managers really should have scheduled consistent 1-on-1 meetings every couple of days to capture gaps in training and ensure the new employee stays in the fold.

Virtual onboarding doesn't have to be a monotonous experience. I've discovered that variety is key to keeping new hires engaged. Consider implementing quick icebreakers via Slack, organizing virtual scavenger hunts, or setting up "coffee roulette" pairings. Enhance presentations with interactive quizzes and polls. Utilize breakout rooms for small group discussions to foster connections. The secret? Keep sessions concise and dynamic. A personal touch I've found effective: sending a welcome package to their home. It adds a tangible element of excitement to the virtual process. Remember, the goal is to create meaningful connections, not just complete a checklist.

In the field of hotel operations it is not the easiest to assess candidates online, specifically for F&B. And this process can make the candidate very nervous. I usually find it very helpful to start an interview with easing the mind of the candidate. Try and find some common ground, speak about hobbies, anything other than the job and develop a personal bond. After this is established start off with a very easy question like ‘tell me something about yourself or experience that I don’t see on the CV’ or asking about how they started off their career

In my experience, injecting breaks in betweent different topics or contents would be helpful. It doesnt always have to be a coffee break. Can be a lecture break and you ask them to navigate a tool on their own or take an elearning. Then you get back and continue with the discussion. Breaks can be every 20 minutes.

Collaborate with new hires to set realistic goals for their first week, month, and quarter1. Align individual goals with company and department objectives. Workstation Upgrade Budget: Provide a modest budget for remote employees to enhance their home office setup1. Encourage pride in their workspace and boost efficiency. Interactive Icebreakers: Use games like “Dumb Charades” or “Have You Ever” during virtual introductions2. Integrate platforms like Donut on Slack to connect remote team members randomly. Immersive Simulations: Create virtual environments that mirror real-world scenarios and tasks3. Allow new hires to apply knowledge and skills in a safe yet realistic setting.

Além das práticas mencionadas, considere também oferecer recursos adicionais, como uma plataforma digital centralizada para acesso a materiais de integração, sessões de networking virtual entre novos contratados e eventos sociais virtuais para construir conexões pessoais.