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Onboarding of a new employee

A woman is working on a computer remotely.

Remember the relief of having someone to turn to on your first day on the job? Assigning a mentor or buddy can help new employees adapt easily. This person can help them ask questions, get support and learn about the company culture. A strong bond with a mentor can greatly reduce feelings of isolation. Assign an experienced employee to introduce the company and all processes; set a goal for them to befriend the new person. Competent onboarding is based on human friendships and then on responsibilities and control systems.

Be honest
Be honest with the employee about the stages of supervision and responsibilities. Tell them about the rules and about real situations. Be sure to tell him if you are going to monitor his calls or working hours.
Set the rules in advance

Imagine playing a game without knowing the rules. Frustrating, isn’t it? Remote employees need clarity on job expectations, performance metrics and communication norms. Schedule one-on-one or team meetings to discuss goals, responsibilities and career opportunities from the start.
Encourage integration into the team. Talk about traditions within the company.
Creating bonds remotely can be challenging. With employees scattered in different locations, how do you foster a sense of belonging? Encourage virtual team-building events, group projects, and casual conversations. Platforms like Slack and Zoom can be powerful tools for engagement beyond work tasks.
Supervise the employee regularly. Gentle supervision that is done systematically and from the very first day on the job saves a lot of time and monetary resources!
Ask for feedback.
It is also important to warn at once that there is no possibility to change EVERYTHING to the way a person wants it…. The fact that the manager is at least interested and tries to create a strategy of cooperation works here! Regular meetings-through video calls, weekly meetings, or feedback sessions-help employees feel supported and valued.

Managers should ask about concerns upfront and provide constructive feedback to ensure a smooth transition.


Effective remote onboarding isn’t just about sending a few emails and hoping for the best. It’s about creating an experience that makes employees feel empowered, connected and confident in their new role. So, what will you do to make your remote employees feel truly at home?
To keep them highly motivated and Truly engaged with your company and your brand! This is the task that you best think about before hiring…. And yes, in the internet environment, it is not easy, but it is possible! The fact that the manager is at least interested and tries to create a strategy of cooperation works here!
Contact us, and you will get your dream team.

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Employer Value Proposition (EVP)

Employer Value Proposition (EVP)

Employer Value Proposition (EVP) is an employer’s unique value proposition that defines why candidates should choose that particular company. In a highly competitive talent landscape, a strong EVP helps attract and retain top talent, creating an attractive employer image.

What is EVP, and what does it consist of?

EVP includes several key elements:

Compensation and benefits – competitive salary, bonuses, health insurance and other benefits.

Culture and values – mission, principles and team atmosphere; tone of voice of the company; ethics in the company, dress code or lack thereof; culture and humor.

Development and training – opportunities for professional growth, trainings, programs, psychotherapy and coaching, sports (payment for membership).

Work-life balance – flexible schedule, remote work, mental health support.

Recognition and engagement – reward mechanisms, employee participation in decision-making, feedback.

How does EVP impact talent attraction?

Increases employer attractiveness

Candidates choose not only the job, but also the company culture. Companies with a clearly articulated EVP have a competitive advantage by attracting top talent.

Reduces employee turnover

Employees who share the company’s values and see opportunities for growth stay with the company longer, reducing the cost of hiring and onboarding new talent.

Improves employer brand
A strong EVP creates a positive image of the company on the labor market, increasing its recognition and attracting the attention of jobseekers.

Increases employee engagement

When employees feel valued and provided with an environment for development, they are more productive and motivated.

How to develop a strong EVP?

Analyze employee expectations

Surveys and interviews help you understand what is important to current and potential employees.

Identifying the company’s unique strengths
Identify the company’s strengths and articulate the key values that differentiate it from its competitors. It is also important to tap into a person’s feelings and emotions! Believe me, if you like you, if you connect to the values of a particular person, if he really wants to work for you, even the salary does not play a big role for everyone! Not always money determines a person’s choice; sometimes money is in the last place. This is especially true in creative professions.
Clear and transparent communication of EVPs
It’s important to utilize EVPs in job postings, on the company website, on social media, and at career events.

Constantly update the EVP

The labor market is changing, so it is important to adapt EVP to the new realities and expectations of candidates.

EVP is an effective marketing tool and a strategic approach to attracting and retaining “intelligent” unique talent. Companies that build a strong value proposition, make it clear and visible, gain access to the best talent, strengthen their employer brand, and create a motivated team capable of achieving high performance. Today, where there is an ocean of information, it is very difficult to show the features of your business. But if they are openly shown and communicated to candidates, the chances of building a system are much better and easier! Of course, this approach is not suitable for startups at all. Sometimes start-ups themselves do not understand their own values and go into the business world as uncertain as little children. On the other hand, when a startup is already developing, it is foolish to neglect such an opportunity – to use a competent EVP.

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