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ATD Blog

New Hire Training Solutions

Thursday, May 20, 2021

The world of new hire training is always evolving. This is especially true in times still affected by COVID-19. As much of the workforce continues to work remotely, companies are challenged to create remote training programs that target larger learner populations, effectively translate corporate culture and environment, and welcome new employees using mentors, coaches, and leaders.

So, how can your company navigate its way through the new norm?

Traditional Remote Training Methods and Ways to Scale With E-Learning

Multiple remote training methods can deliver your new hires the proper training needed: webinars, podcasts, live videos, shared document storage, remote desktop training, simulations, and screencasts .

One challenge with the methods mentioned above is scaling them to meet a larger learner population. If, for example, the number of your new hires learning remotely has increased from 300 to 800, you will have to adjust your solution to meet a greater need.


Here are a few ways to meet this challenge:

  • Provide training courses in multiple formats. Think mobile phones, desktops, tablets. This will create a more user-friendly environment for new hires and make use of the specific devices they own to reach a broader learner audience.
  • Incorporate on-demand training, 24/7. Your learners may be facing new challenges at home. For example, they may be sharing workspace with a roommate, spouse, or their children learning remotely. To accommodate their schedules, when applicable, provide them with 24/7 on-demand training.
  • Employ myriad remote training methods to reach different learner types. Your new hires learn differently—visually, auditory, or through hands-on experience. Using different methods will reach all your new hires on a broader scale.
  • Offer training in multiple languages when applicable. This makes sense for global organizations and for accessibility purposes in the United States.


Translating Corporate Culture

Yet another challenge is accurately carrying over your corporate culture and environment to a remote training setting. Tips to accomplish this transition include:

  • Assigning your new hires “cultural mentors” (also known as established employees) who can help new employees navigate important cultural and environmental norms via virtual coffee dates
  • Sending your new hires all relevant information on company benefits, perks, policies, and rules; then set up a virtual coffee date with the purpose of running through any questions or concerns they may have
  • Providing a company calendar of events, including virtual team meetings, company anniversary holidays, or annual retreats, to make new hires feel like they are part of the company and aware of what’s happening
  • Hosting a virtual meet and greet for all new hires with relevant counterparts via Zoom or Microsoft Teams
  • Specifying communication etiquette, such as what methods of communication is preferred by their team and company

Using Mentors, Coaches, and Leaders

If conducted improperly, remote learning can make your new hires feel isolated, detached, or confused. To avoid these feelings, you can incorporate a few processes like:

  • Assigning new hires “role mentors” (established employees) who can walk them through the intricacies of their specific roles, including typical working hours and preferred methods of communication
  • Creating remote onboarding checklists that can be relayed via Zoom or Microsoft Teams to make sure new-hire emails are working
  • Providing itineraries for new hires’ first few weeks and outlining training times (if not on-demand training), assignments, goals, remote meetings with relevant departments, and so forth
  • Crafting simple organizational structure charts to help new hires differentiate team members, leaders, and job roles
  • Setting up regularly scheduled virtual coffee hours with relevant team members for the purpose of team building
  • Introducing new employees via emails or Microsoft Teams to make them feel welcome and a vital member of the company

The last thought we will leave you with is that remote new hire training isn’t as impersonal as you may think it is. Any ideas discussed here can be dressed and delivered with your company’s personal touches that will make everyone feel included and engaged.

About the Author

Kevin Duda is director of learning solutions for AllenComm. He is an intuitive and accomplished business development specialist. Though his experience spans a wide range of industries, his expertise encompasses accounting, finance, IT, and learning and development. Those experiences enable Duda to support clients through critical business transformations. Differentiated by his accounting background, exceptional relationship building skills, and significant business-to-business sales experience, Duda focuses on building strategic partnerships to ensure each employee development project is a success.

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