[et_pb_section fb_built=”1″ _builder_version=”4.16″ custom_padding=”0px|0px|0px|0px” locked=”off” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_row _builder_version=”4.16″ custom_margin=”|auto|-6px|auto||” custom_padding=”0px|||||” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||” theme_builder_area=”post_content”][et_pb_text _builder_version=”4.23.1″ custom_padding=”||3px|||” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n
Onboarding new employees is a crucial aspect for all companies. Yet many organizations continue to use outdated methods, thereby failing to address the challenges of onboarding. Discover innovative new methods to improve onboarding and create a memorable experience for employees. <\/span><\/p>\n Onboarding<\/strong> is the process of integrating a new employee. It begins with the pre-boarding <\/strong>phase when the hiring is confirmed, and continues after hiring, during the employee’s first weeks or months on the job. <\/span><\/p>\n For a long time,onboarding<\/strong> at <\/span>was synonymous with checklists to be validated: loan of equipment, handing over of badges, participation in training courses… However,onboarding<\/strong> at <\/span>is above all a period that enables new recruits to integrate the values of their new company, to familiarize themselves with their new environment, to forge bonds with their colleagues and to measure the position sold against the reality of the job.<\/p>\n According to the Employee Experience Barometer 2022,onboarding<\/strong> <\/span>is cited by 74% of respondents as the first activity to be prioritized by the employee experience.<\/p>\n Companies are therefore taking an increasing interest in this topic and turning to innovative approaches that emphasize engagement and customer loyalty. Here are a few <\/span>innovative onboarding tools<\/strong>.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n L’<\/span>new arrival<\/strong> is often accompanied by a host of administrative tasks. Many of these tasks are common to all employees, but each individual is unique. It is then important that the employee feels expected. <\/span><\/p>\n According to <\/span>Human Resources Today<\/a><\/strong> <\/span>(2018), 69% of employees are more likely to stay with the company for more than three years if they have had a <\/span>positive integration experience<\/strong>.<\/p>\n For<\/span> <\/span>facilitate staff integration<\/strong> and <\/span>recruitment process<\/strong>the <\/span>human resources<\/strong> can set up a <\/span>personalized integration program<\/strong> tailored to <\/span>new talent<\/strong>. Tools such as <\/span>Heyteam<\/a><\/strong> enables companies to carry out this type of<\/span>onboarding<\/strong>.<\/span><\/p>\n At HeyTeam, their platform allows you to create <\/span>orientation<\/strong> <\/span>including checklists, videos, quizzes, training plans, etc. The employee only has to connect to the platform and access the different supports. <\/p>\n Welcoming new members<\/strong> <\/span>via a <\/span>seamless integration<\/strong> <\/span>allows the company to share its <\/span>corporate culture<\/strong> <\/span>and its work environment. Other companies go to great lengths to facilitate integration <\/span>virtually immersive<\/strong>.<\/p>\n To anticipate tomorrow’s recruitment challenges, it’s essential to develop sound adaptation strategies. In our dedicated article, you will find the [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ min_height=”25px” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n With the rise of telecommuting, many companies have been forced to think about a remote <\/span>remote integration process<\/strong>. In an in-person setting, a new employee can easily meet and talk with coworkers while walking around the office and get a feel for the company culture. This interaction is important for helping employees feel included and valued within the company. So, to replicate this <\/span>sense of belonging<\/strong>; publishers such as <\/span>Uptale<\/a><\/strong> and <\/span>360Learning<\/a><\/strong> <\/span>offer their services to virtually recreate the company’s environment.<\/span><\/p>\n The ready-to-wear company, <\/span>Chlo\u00e9<\/a><\/strong>has invested in this type of service to integrate its new employees. It offers 3 courses to its newcomers: <\/p>\n Other companies go even further, adding <\/span>playful integration experiences <\/span><\/strong>for <\/span>successful onboarding<\/strong>.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ min_height=”25px” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n To share corporate culture <\/strong>and make the induction process<\/strong> more engaging and fun, some companies use gamification techniques. The aim is to include the game’s mechanisms and principles in onboarding processes<\/strong> in order to make them more attractive. <\/p>\n One can then find activities such as quizzes, treasure hunts, escapes games, challenges… with associated rewards.<\/p>\n This type of integration<\/strong> allows new employees to discover the company in a fun way.<\/p>\n As active participants in their own integration<\/strong>, employees are motivated and become more engaged. There are several tools available on the market, such as Workelo<\/a><\/strong>, Emeraude Escape<\/a><\/strong>, Stream<\/a><\/strong>. They help their clients define the rules of the game, missions and objectives, levels, obstacles, and rewards. ” <\/span>It was essential for SQORUS to highlight our values through a gamified onboarding. Why a playful aspect? Internally, many of our transmissions, learnings and innovations come from the game. I always like to draw a parallel, albeit cautiously, with Winnicottian play, which expresses play’s capacity for integration, the gift of meaning and imagination, creativity as a source of innovation. The game is spontaneous and universal. <\/em>“<\/span><\/p>\n Quentin PEDELABORDE, HRBP IT at SQORUS.<\/p>\n Gamification can be a fun and effective way to <\/span>support new arrivals<\/strong> in their <\/span>integration<\/strong>, by encouraging them to explore the company and its various teams in an interactive way. By using gamification techniques, the company can create a <\/span>a sense of well-being at work<\/strong> from the<\/span>integration of new employees<\/strong>.<\/span><\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ min_height=”25px” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n According to Michel Godet, economist and member of the<\/span>Acad\u00e9mie des technologies<\/a><\/strong>Foresight is “the art of illuminating present decisions in the light of desirable future decisions”. It is about observing the present and detecting weak signals in order to detect potential changes and threats. <\/span><\/p>\n <\/span>As part ofthe onboarding process<\/strong>, the goal is, on the one hand, to encouragenew employees<\/strong> <\/span><\/strong> to collaboratively develop scenarios for possible futures, and, on the other hand, to enhance their ability to identify opportunities and threats in the business environment.<\/p>\n This can be done through an exercise to identify “black elephants, black jellyfish and black swans”:<\/p>\n Onboarding<\/strong> <\/span>can therefore be an opportunity for <\/span>to engage new talent<\/strong> <\/span>in the company\u2019s strategy, by giving them an overview of its projects and encouraging them to contribute to their future development. <\/span>Engaging new employees<\/strong> <\/span>from the very beginning of their <\/span>onboarding<\/strong> <\/span>helps <\/span>strengthen their sense of belonging<\/strong> <\/span>to the company and helps them understand their role within the team.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ min_height=”25px” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n Since March 2021, <\/span>SAUR<\/a><\/strong>a French company in the water sector, has decided to <\/span>to recruit its employees<\/strong> without a trial period. A decision that surprised more than one company, but also more than one candidate. <\/span><\/p>\n The trial period is a clause governed by the labor code, but not mandatory. For some employees, immediate employment is a relief, but for others it’s a disadvantage, as the rules for separation are not the same during a trial period or after one. The trial period allows both the company and the employee to take the time to confirm the decision to collaborate. <\/p>\n Another point is that it requires the company to be more vigilant when <\/span>recruitment process to find the right candidate<\/strong>. Managers are then integrated into the <\/span>recruitment process<\/strong>.<\/p>\n To establish a contract of trust as soon as <\/span>new employees are recruited<\/strong>, the <\/span>HR department<\/strong> <\/span>can do away with the probationary period.<\/p>\n <\/p>\n Recruitment is a crucial issue for companies seeking to find the best talent. With an increasingly competitive job market, it has become difficult to attract and retain candidates. Find out more in our dedicated article, 3 digital recruitment innovations<\/a><\/strong>. <\/em><\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ min_height=”25px” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n<\/span>Customized onboarding<\/span><\/h2>\n
74% of respondents cite onboarding as the number one activity concerned by the employee experience<\/h3>\n
69% of employees are more likely to stay with the company for more than three years if they have had a positive integration experience.<\/h3>\n
\n keys to adapting as a recruiter and staying<\/a>
\n<\/strong> and remain effective in a constantly changing environment. <\/em><\/p>\n<\/span>Immersive integration<\/span><\/h2>\n
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<\/span>Immersive integration: new talents play the game!<\/span><\/h2>\n
Quentin PEDELABORDE, HRBP for IT at SQORUS, explains the reasons behind SQORUS\u2019s gamified onboarding: <\/p>\n<\/span>Onboarding & Foresight: involving new employees<\/span><\/h2>\n
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<\/span>Recruitment without a trial period: the contract of trust!<\/span><\/h2>\n
<\/span>Conclusion on improving onboarding through innovation<\/span><\/h2>\n