Remote onboarding – our tips and tricks

It’s always exciting when new employees join a company – not only for the new team member, but also for the company itself.

Both employees and companies want to present themselves from their best side and offer the best possible performance right from the start. Often, however, this is not even that simple. The new team member first has to find their way through a jungle of new tools, rules, equipment and tasks. At the same time, he must also appear capable and likeable. The company, on the other hand, would prefer to bring in the newcomer directly. However, it is not always possible to train someone else in addition to your own tasks and problems.

While some companies still think that the best option is to simply throw new employees in at the deep end – in line with the motto “learning by doing” – we at Kooku rely on comprehensive onboarding to make it easier for them to join us. In this article, we provide a brief insight into our remote onboarding.

What means Onboarding?

“Onboarding means the systematic integration of a new employee into the company and their work area with the help of targeted measures designed to make it easier for the employee to find their feet in their new working environment.

Why is comprehensive onboarding important?

No company hires new employees just for fun. Instead, it is hoped that
to have strengthened its team as sensibly as possible. But regardless of how experienced or trained an employee is, starting a new job always requires a certain amount of ramp-up time. Onboarding is important so that the new employee can integrate quickly and fulfill their tasks accordingly. The more comprehensive and better planned this is, the easier it is for the new employee to familiarize themselves with the company and perform their tasks in line with the company philosophy.

What challenges do new team members often face when starting a new job?

The initial period at a new company is usually characterized by uncertainty. Will the new colleagues like me? Will I like my new colleagues? Can I meet the expectations? In addition, there is a flood of new information. Starting with the tools used through to the procedure for various tasks. This can overwhelm even the best employees at the beginning and it takes time until
get used to the processes.

What challenges does remote onboarding pose?

Starting a new job is never a no-brainer. However, remote onboarding brings with it a whole new set of challenges. There is a particular lack of contact with the new colleagues, and if there are any questions not even be left quickly in the office next door. This is why comprehensive onboarding is particularly important now, so that the new employee does not feel left alone, but integrated quickly.



a good (remote) onboarding


must not be missing

  • Extensive training: Even though all our employees already have a lot of know-how, including technical know-how, it is important to give them an insight into the approach the company normally takes. It is also important to engage in dialog with the new employees, for example on how the company presentation could be improved or how new input on the processes could be provided.
  • Communication: Good communication is extremely important, not only with customers, but also internally. But while most people would probably claim that they know how to
    how to
    communication, it is still important to lay down a few rules in advance. What info is shared through which channels? How do I communicate professionally via social media channels? Who is on first name terms, who is on last name terms? These little hints can easily avoid both chaos and blunders.
  • 1:1: One of the most exciting things about the new job is the new colleagues. However, there is often so much new work to do at the beginning that there is not enough time to exchange more than just a hello with all team members. What’s more, not everyone is always on site. Some work in a home office, interim or remote. Small 1:1 conversations are therefore very useful, in which
    20 minutes to exchange a few words with colleagues in short personal conversations – either in person or online.
  • Contact person: inside: We at Kooku have a buddy system. Although you can
    you can
    ask anyone for help at any time, but it is very helpful, especially at the beginning, to have someone who feels responsible for you and is there to help and advise you. It makes sense for the buddy to work in a similar department so they can actually answer most of the questions. And if the chemistry with your buddy is right, all the better.
  • Feedback talks and quality checks: We have regular feedback talks and QCs. But these are particularly important during the familiarization phase. On the one hand, the new employee can address problems here and receive valuable tips on more efficient approaches. On the other hand, it takes a little time for many people to get used to openly addressing grievances. In the feedback talks, a framework is created where this is easier and where employees do not get the feeling that they are only being asked superficially about how they are feeling.

Christin’s experience report:

Why remote onboarding



itively surprised me

After a year of professional reorientation I have been part of the onboarding process at Kooku since the beginning of April. My year was characterized by “THE” question: What bundles my experience and passion in the areas of systemic coaching, marketing and customer service in one role and is a meaningful activity for me that I enjoy? Looking back, it was a journey with highs and lows, inner dialogs and discussions, as well as further questions that took time to find answers to. What can I say? It was more than worth it! I am now starting my new professional future as a Recruiting Specialist at Kooku.

New challenge: Remote Onboarding

Basically, openness and curiosity are among my strengths. Nevertheless, I found it difficult to imagine how onboarding could work well remotely. Doesn’t it thrive on personal exchange, getting to know the team and experiencing communication structures?

My concern was unjustified

Whether home office in the living room, on the balcony or in the kitchen, everyone found their favorite spot and gave me a little insight. Whenever I could and the sun made it over the front of the buildings in Berlin to my balcony, I made myself comfortable on my balcony. In addition to onboarding training in customer communication and active sourcing, we take plenty of time for personal meetings to get to know each other. My worries were quickly dispelled! I would like to share these observations and thoughts:

The first onboarding appointment is the responsibility of the head behind Kooku Recruiting Partners. With Mathias, my onboarding began directly with a familiar face. This is a clear sign that onboarding, alongside other topics, has an important role to play.

Plenty of time for face-to-face conversations for a warm welcome. For me, it was a very good opportunity to get to know my new colleagues intensively, to quickly find my bearings in the team and to find my role.

Rather everything in writing! A time-structured induction plan and elaborate presentations provide structure and the opportunity to look everything up again. Kooku comes with an internal, up-to-date wiki on top 👍

More peace and quiet to arrive. The amount of new information is sometimes overwhelming. That’s why I use the time in the home office to familiarize myself with the tools independently and at my own pace.

A buddy for all occasions. Having a contact person for questions is extremely important for me, especially when it comes to understanding processes and structures.

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