Onboarding, a lever for successful recruitment!
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The onboarding or integration process for new employees has become an integral part of recruitment. Indeed, with over a third of permanent contracts terminated before the end of the first year, a risk that rises to 80% among 15-34 year-olds, it's essential to integrate new employees properly to transform the trial period and encourage them to stay with the company, more motivated than ever.
Thibault Delfraissy, director of the Strasbourg and associate director of the Grand Est region, and Rudy Bellamy, director of the Bordeaux and associate director of the Nouvelle-Aquitaine region, talk about their onboarding practices at Alphéa Conseil.
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Suscitating employee engagement
" Thibault and I are sensitive to this integration approach, because a good onboarding is 50% more successful ", comments Rudy Bellamy. The director of the Bordeaux agency recalls a recent experience:
"I integrated two female employees almost at the same time. A few days before their arrival, I wrote a post on Linkedin identifying them. I inserted a photo of their workstation with a plant next to it, to tell them we couldn't wait for them to arrive.It got the buzz going and really made them want to join us."
For Thibault Delfraissy too:
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Peaufinreceiving
Managers also take care to inform employees in advance of the arrival of a future colleague. The first day is dedicated to the accueil of the new arrival, with a discovery of the company and how it works, a visit the premises and a introduction to the team on site, often followed by lunch.
"We take a genuine interest in the employee! We give him or her a integration booklet describing the recruitment process, a guide to using the information system, and a calendar with his or her birthday and that of the other members of the agency," explains Thibault, who admits to spending two whole days preparing the onboarding. "I also draw up a schedule with all the tasks to be completed during the first four weeks."
Alphéa Conseil also offers new recruits animmersion in other agencies, a sort of "live my life", in order to understand and compare each other's practices. Today, the recruitment process is running smoothly thanks to the information system set up by Alphéa Conseil founder Ludovic D'Hooghe and Rachida Tata, the Rhône-Alpes associate manager.
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"We're lucky enough to be trained by them. This also creates a very important closeness with new employees," emphasizes Rudy.
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Accompany to build loyalty
After the first day, the branch managers set up a regular follow-up of the employee, according to their ownpattern. In Strasbourg, for example, Thibault offers a formalized interviewevery week for the first four weeks, then an interview once a month, with all employees. In addition, every Tuesday morning, he organizes a "weather briefing" to discuss the day's mood.
In addition, at the start of their new position, new employees benefit from accompaniment to carry out their first assignments, which helps them to understand the business in its entirety.
"In the first hundred days, I ask them to have a vision on their numerical objectives for the following year. These are often more ambitious than I had anticipated. As soon as they join, I make sure they actively participate."
After the first three months, interviews become less frequent, but regular points are set up to check that everything is going well.
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"Our goal is the autonomy of our employees! " |
Evolutionary prospects
After integration, monitoring career management is also essential. Indeed, involving employees in new projects helps preserve their motivation. In Strasbourg, "Confirmed employees are also invested in recruitment. I involve them in integration, because it's important for me to create synergy in the team."
Another example in Bordeaux: "From the second year onwards, employees manage an alternant."
Since the onboarding process is comprehensive, it produces results over time. What's more, by working on fidelization, employees perform better over time. "Our new employees are the bosses of tomorrow. In the north of France, two employees have teamed up to create their own agency. This is even more than engagement!" enthuses Rudy.
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A process that can be duplicated by customers
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"When it comes to the candidates we recruit for our clients, we call them, we go meet them in the field and we also evaluate their satisfaction.We accompany our candidates to our customers. Our candidates today are our customers tomorrow," explains Thibault.
Leaders are thinking about how to anticipate support all the more their customers and candidates for successful onboarding.
"We do it for our employees, we also do it for our customers. We support them in their integration process from A to Z by producing tailored integration guides, integration sheets, a welcome booklet...".
Also, "We are the only recruitment firm to measure the satisfaction of our candidates and customers. This helps limit the costs incurred by a failed recruitment"
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"Today, 92% of our customers and 96% of our candidates are satisfied with our services", concludes Thibault |
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