Where many businesses fall down however is on their remote onboarding provisions, or in many cases, a lack thereof. Onboarding to date has been a uniquely personal experience centred on introducing an individual to the business, their team, and their role. Whilst the search process should ensure that you end up appointing the best candidate for the role, the challenge of integrating them into the business during a pandemic lies ahead. This period of integration can be the difference between a happy long-term member of the team, or needing to repeat a search having already hired who you believed to be the best person for the role. The onboarding period is also the organisation’s opportunity to influence that initial perception, set the benchmark for the future relationship and inform the course of their learning and/or development. Employers reasonably expect new employees to get up to speed quickly, but don’t often consider how to provide the relevant information or access to key individuals to make this possible.
Glovo is a growing technology platform that allows users to acquire what they need in just a few minutes, making cities more accessible. This ‘shop on your behalf’ delivery business should act as an example to any global business addressing its need for remote onboarding. They’re an agile business with the ability to expand their services into a new country in only a matter of weeks. This model has led to the expansion into 26 different countries, most of which they didn’t previously have an office presence in, and they continue to expand their footprint. Long before lockdowns, facemasks and hand sanitisers became so prominent in our daily lives, they were meeting the challenges of an organisation with headquarters in Barcelona and dispersed offices and operations in several other countries.
We spoke to Donal Doherty, Global Director of People and Organisational Development, and Blanca Bofill, Global Organisational Development Senior Analyst, who designed Glovo’s Remote Onboarding process.