Why does remote onboarding still matters in 2025?

Remote and hybrid working are here to stay. What started as a temporary solution during the pandemic has become a permanent fixture in how many organisations operate. As a result, the way we approach, attract, and retain candidates must continue to evolve to support a remote-first or hybrid workforce.

Candidate expectations remain high, and competition for top talent is still strong. To stay competitive in a candidate-driven market, employers need to continuously assess their policies, infrastructure, and onboarding processes to ensure they’re creating a seamless and engaging experience, no matter where new hires are based.

Ahead of your new hire’s start date

Onboarding doesn’t begin on day one, it starts the moment your offer is accepted. 

The period between offer acceptance and the official start date is a valuable opportunity to build engagement and excitement about joining your organisation.

Consistent communication from HR and hiring managers during this time helps new hires feel welcome and reassured in their decision. It also reduces the risk of losing candidates to competing offers before they’ve even started.

Take the time to inform the team of the new joiner’s start date, what their role will involve, and what to expect in the first few weeks. Encouraging early introductions via LinkedIn or email helps lay the foundation for connection, especially when face-to-face introductions aren’t possible.

Their first few weeks

The first days and weeks in a new role are critical. 

It’s the time when new employees are forming their impressions, comparing expectations to reality and determining whether they feel they’ve made the right move. A structured onboarding plan that includes informal meetings with teammates, introductions to leadership, and interactive sessions on company culture, values, and vision can go a long way. 

When delivered remotely, this might include a mix of video calls, interactive presentations, and self-paced tasks designed to bring new hires up to speed and make them feel part of the team.

Continuing engagement beyond onboarding

Onboarding doesn’t stop after week one, or even month one. Extending onboarding support throughout the first year, including regular check-ins and access to ongoing training, has been shown to improve retention.

This is especially important for remote teams.

Remote employees are significantly less likely to be promoted based on performance alone, so it’s important to ensure your recognition, development, and progression frameworks are inclusive of all employees, regardless of location.

Clear criteria for advancement, regular feedback, and a strong culture of recognition are key to keeping remote employees motivated and engaged long after onboarding ends.

Whether you’re rethinking your onboarding process, reviewing your remote engagement strategy, or simply need a sounding board, we’re here to help. Get in touch with our team here, to chat about how we can support your hiring and retention goals.