Onboarding your flexi worker

Lion&Bear has been providing the recruitment industry with remote workers for the past 6 years. Our team are supported by us right from the beginning, from the screening process, right through to onboarding and throughout their assignment. 

Your new hire is due to start, but what will their induction look like? A clear structure will be crucial to ensure a smooth onboarding process. We will provide our top tips to map out their first few weeks in their virtual office. 

Mapping out an employee induction 

Tech set up  

  • Ahead of the candidate’s start date, make sure you deliver all necessary hardware. That includes basic kit like laptop, mouse, keyboard, monitor etc (if necessary)  
  • Ensure they have access to bespoke or licensed company software, any log-in details they need, computer security guidelines etc.  


  • Send out an email to the wider company (or appropriate teams) introducing your new starter.  
  • In the communication explain what they will be focussing on in the business and include the new starters email in the body of the text. 


  • Think about all the processes you may need to provide training on to support your new recruit in performing their job.  
  • This may include things you deal with as they come up in an office setting, such as accessing the company intranet, accessing templates and key files, or bookmarking sites they will use on a regular basis. 

Induction Timeline  

  • The first week is about easing them in and getting them up to speed quickly, so it is important to have some initial and immediate workload, as well as training.  
  • Establish training dates and provide a sense of routine from the outset by sending an itinerary for the first couple of weeks, set one to ones and time to work on specified tasks.  

Set daily plans  

  • Check in meetings will be key for the initial few weeks so your new recruit has a clear understanding of expectations. Your candidate may be working flexi hours and expectations will need to be met within that time, so setting daily plans will be beneficial. As time goes on your new recruit will naturally become more familiar with the work and culture of the business.  


  • Check in – you need to provide support in every sense to help your new recruit reach that familiarity and level of comfort that organically occurs in the office environment. Create a space for honest and relaxed communication.  

Your ‘go-to’ remote onboarding portal  

  • Once you have got some remote onboarding experience, you might consider developing an online portal. This will become a ‘one stop shop’ for all onboarding administrations, communication, and induction materials. Even if it only includes basics like an employee handbook, organisational chart, training materials, workstation set up, guides, and marketing templates, it’s going to make your remote workers’ early days in the business much easier.