How is Facebook ensuring the smoothest remote onboarding experience

As soon as the pandemic hit the world 62.6% of businesses were forced to go remote. However, most of them were unaware of how to deal with how to manage the existing team remotely, let alone hire and handle new employees.

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Getting ready, hailing a cab, or starting the engines to head to the office has become history for most of us. But for a lot of people, who joined work during the pandemic, that never happened. Their office was in the home and didn’t get to experience the physical workspace environment.


Needless to say, that onboarding such freshers or even experienced candidates hasn’t been the easiest task of all. And honestly, it was a task none of us were prepared for and it became a challenge. These are some of the things that you can do to ensure that you have the smoothest onboarding experience not just for candidates but for you as well.


Plan ahead, plan well

The base of every execution is good, detailed planning, onboarding is no different. And with the current times, it has become even more important to focus on what you plan and how you plan it. According to a recent Workable survey over 37% of respondents said that they faced issues in onboarding remotely.


The reason is not lack of effort but trouble figuring out what would work the best in the situation. It was all pretty new for most companies, there was no manual, no crash course available. The only way to figure out a smooth onboarding plan was to trace their steps backward and start planning afresh. Break down into the steps that would fit the current situation and make it work. It’s time that requires a lot of unlearning before a lot of learning.

Twitter’s approach to better employer onboarding

Twitter, the social media platform that lets the world know what’s trending is a trendsetter itself, has a 75 step plan to ensure the transition from ‘yes to desk’ is a smooth journey. All the recruiters at Twitter follow the plan to the T and it has helped them deliver one of the best onboarding experiences ever. Apart from that when a new employee joins they aren’t just welcomed by words but a welcome kit. This helps the new joinee feel at home right at the instant and warms them up to their colleagues.

A 0-100 Roadmap


As soon as the pandemic hit the world 62.6% of businesses were forced to go remote. However, most of them were unaware of how to deal with how to manage the existing team remotely, let alone hire and handle new employees. Every company devised its own plans but unfortunately, most of the companies found it difficult to make the employees feel connected to the company’s goal. It became difficult to track the progress and keep everyone looped in. Keeping a regular check on employees virtually was new territory and that led to delayed projects.

0-100 roadmap to focus on new joinees

Vistaprint decided to put the good old 0-100 day roadmap to use to ensure their projects don’t suffer delays. The 0-100 day roadmap focused on getting new joinees up to pace with goals and tasks pre-decided for the first 100 days of their employment. Apart from this they extensively focus on how to virtually engage their employees using various activities to make them feel connected.


Their remote-first handbook focuses on giving ideas for virtual engagement and they encourage 1:1 break time among the employees. These strategies have helped Vistaprint to deliver a seamless onboarding experience and they keep the dais open for ideas and suggestions from their employees.

Share the insights of the company


Feeling disengaged and uninvolved is not new to the workplace and has existed since pre-COVID times. So how do you ensure that your new employees don’t feel left out in the current virtual setup? Well, the first and foremost thing to do is to always keep them notified about whatever is going on in the firm. It doesn’t matter if the employee is directly related to it or not, if it is significant for the firm, it is significant for every single employee of the firm. 96% of job seekers say that it’s important to have transparency at the workplace.

Candidate communication is the key

Google, a global company with over 100,000 employees, swears by keeping its employees looped in, and even when the pandemic hit they swore by it. Google became even more rigorous with its communication with the consistent blog and tweet updates from the senior management. This not only kept the employees informed but also showcased one of the best examples of how to tackle the pandemic.


Laszlo Bock, the former Senior Vice President of People Operations at Google, wrote a book titled “Work Rules! Insights From Inside Google” educating recruiters on how Google’s onboarding process works using his own experiences.

Play the field, keep experimenting


Remember the first time when you started something new, was it a hit the first time? Probably, it was but is it the same even now, or has it improved? When you do something repeatedly, learn from the shortcomings, and aren’t scared of experimenting, success is guaranteed. When it comes to recruitment, things aren’t that different. Remote onboarding isn’t something most companies have been unaware of. So the best way to figure out the ideal way to is to experiment. Make a plan but never set it in stone and keep adding on to it every now and then.

Long term remote work culture

Facebook became one of the first companies to adopt to long-term remote work and hence, started preparing itself for the upcoming transition just two months into the pandemic. They announced the option of permanent work from home in June 2020 and to ensure everything goes smoothly, they even opened up a new position- Director of Remote.


The position was assumed by Annie Dean at the end of 2020 is dedicated to stewarding this change and examining things that impact the employee experience, including tech tools, benefits, home office equipment, onboarding, L&D, and more. Facebook immediately jumped to making changes according to the new setup required.

Sarika SL

Lead -Talent acquisition at OkCredit

We have as a first step of engagement ,calls with the leadership where they talk about the problem we are solving and the vision. Then we do team calls to meet them even before they join.We have certain onboarding calls where they meet their buddies assigned.So we have calls to understand the problems, our culture etc to give a feel of our team.

Before joining we also make sure that we have assigned a buddy and everything is in place, they help to understand the technologies and tools which they should be equipped for.

Getting onboard with remote onboarding can continue to feel like a challenge but the best part is that it is here to stay and you can continue to learn as you go about it. Don’t be shy of experimenting or completely revamping your onboarding process, there’s no defined method. See what others are doing, look into your previous approach, and develop a new plan. Remember we all learn from our mistakes and since this is a new playground there are no mistakes just attempts and trials.

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