[et_pb_section fb_built=”1″ _builder_version=”4.16″ custom_padding=”0px|0px|0px|0px” locked=”off” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ custom_margin=”|auto|-6px|auto||” custom_padding=”0px|||||” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.23.1″ custom_padding=”||3px|||” global_colors_info=”{}”]<\/p>\n
Onboarding new employees is a crucial aspect of any business. 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 As a result, companies are becoming increasingly interested in this topic, and are turning to innovative approaches that focus on engagement and loyalty. [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}”]<\/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>. 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 working environment. To anticipate the recruitment challenges of tomorrow, it is essential to develop solid adaptation strategies. In our dedicated article, you’ll find the keys to adapting as a recruiter<\/a><\/strong> and remain effective in a constantly changing environment.<\/em><\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ min_height=”25px” global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}”]<\/p>\n With the rise of telecommuting, many companies have been forced to think about a remote <\/span>remote integration process<\/strong>. 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=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}”]<\/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 actors of their integration<\/strong>, employees are stimulated and become more involved. There are several tools on the market, such as Workelo<\/a><\/strong>, Emeraude Escape<\/a><\/strong>, Stream<\/a><\/strong>. ” <\/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 discover the company and its various teams in an interactive way. [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ min_height=”25px” global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}”]<\/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 In the context ofonboarding<\/strong>, the aim is on the one hand to get <\/span>new<\/strong> <\/span>employees<\/strong> to co-construct possible future scenarios together, and on the other hand to increase their ability to grasp the opportunities and threats at play in the environment.<\/p>\n This can be done through an exercise to identify “black elephants, black jellyfish and black swans”:<\/p>\n <\/span>O<\/strong>nboarding<\/strong> <\/span>can therefore be an opportunity to <\/span>involve new talent<\/strong> <\/span>in the company’s strategy, offering them an insight into its projects and encouraging them to contribute to their future development. <\/span>Involving new employees<\/strong> <\/span>from the very start of their <\/span>integration<\/strong> <\/span>helps tostrengthen their sense of belonging<\/strong> <\/span>to the company and to help them understand their role in the team.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ min_height=”25px” global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}”]<\/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>. 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=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}”]<\/p>\n
\nYet many organizations continue to use outdated methods, missing the point of onboarding.
\nDiscover innovative new ways to improve onboarding and create a memorable employee experience. <\/span><\/p>\n
\nHere are a few examples <\/span>innovative onboarding tools<\/strong>.<\/p>\nCustomized onboarding<\/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
\nDes outils comme <\/span>Heyteam<\/a><\/strong> enables companies to carry out this type of<\/span>onboarding<\/strong>.<\/span><\/p>\n
\nOther companies go a step further by integrating <\/span>virtually immersive<\/strong>.<\/p>\nImmersive integration<\/h2>\n
\nEn pr\u00e9sentiel, le nouveau collaborateur peut facilement rencontrer et discuter avec des collaborateurs en circulant dans les locaux, s\u2019impr\u00e9gner de la culture de l\u2019entreprise. This interaction is important for employees to feel included and considered in the company. So to reproduce this <\/span>sense of belonging<\/strong>publishers like <\/span>Uptale<\/a><\/strong>, <\/span>360Learning<\/a><\/strong> and <\/span>Webrunner<\/a><\/strong> offer their services to virtually reproduce the corporate world.<\/span><\/p>\n\n
Immersive integration: new talents play the game!<\/h2>\n
\nThey help their customers define the rules of the game, missions and objectives, levels and obstacles, and rewards.
Quentin PEDELABORDE, HRBP IT at SQORUS explains the reasons for gamified onboarding at SQORUS : <\/p>\n
\nBy 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>\nOnboarding & Foresight: involving new employees<\/h2>\n
\n
Recruitment without a trial period: the contract of trust!<\/h2>\n
\nManagers are then much more quickly integrated into the recruitment process. <\/span>recruitment process<\/strong>.<\/p>\nConclusion on improving onboarding through innovation<\/h2>\n