What is a successful integration in a company? More complex than it seems, this question has long remained the poor relation of human resources. Indeed, most studies focus on recruitment (upstream) rather than on the integration and retention of new recruits over the long term (downstream). The challenge is therefore simple: welcome a new employee through a well thought-out Onboarding strategy.
However, between 20 and 30% of new recruits resign within a month of recruitment. Between 3 and 6% of new recruits resign even on the first day. This turnover is the source of significant costs for the company. Especially at a time when the expectations of the new generations have greatly evolved and when loyalty is more than ever a major issue. It also makes it possible to welcome the new employee in the best possible way, and therefore to succeed in the onboarding strategy.
Onboarding is defined as "organisational socialisation". Onboarding is therefore "the process by which an individual learns the ropes of an organisational role and acquires the social knowledge (as well as) the skills necessary to take on a role in an organisation".1 In other words, it is the ability of the organisation to attract and then retain high value-added talent.
"The success of a recruitment is not limited to the upstream process. It is 50% in the needs detection, sourcing, pre-selection and evaluation phases and 50% downstream during the integration period."
Specialists in the field all agree that it is essential for companies to have a standardised induction strategy. Whatever its size, it must also have a strategy for integrating and retaining new recruits. Such an onboarding strategy includes around fifty procedures. These procedures guarantee a successful and lasting integration. To build this strategy, which is the responsibility of Human Resources, it is necessary to combine the specificities of the company's culture with good onboarding practices.
The software publisher Lucca offers a complete onboarding module in its Poplee solution. Guillaume Alain, HRM product manager at Lucca shares with us the best practices for onboarding a new employee in a company:
It should be possible to complete all the administrative formalities before the first day in the company. Ideally, via a dedicated digital portal. It is recommended that existing teams be informed of the arrival of a new recruit and that they be prepared to welcome him/her. Successful onboarding depends above all on the quality of the relationship established between all employees from day one.
According to a study conducted by the Aberdeen Group in 2015, "organisations that have appointed a mentor or coach are 2.5 times more effective than others". The mentor can be a member of the team where the new recruit is integrated or an external referent. It is recommended that mentoring is continued for six to twelve months after taking up the post. This leads to better results.
The astonishment report enables the new recruit to carry out a diagnosis of the company's organisation. This includes its operating modes, procedures and communication modes. This tool allows the new recruit to get a fresh look at the internal workings of the company and also to give feedback.
Would you like to know more about how to welcome a new employee and successfully implement an onboarding strategy? Here is Guillaume Allain's video, with his various tips.
Companies are increasingly recruiting outside their own employment area. It is therefore essential for them to improve their attractiveness by taking into account the constraints linked to the installation of the new recruit (and his family). The ideal way to build employee loyalty is therefore to implement Onboarding. This strategy also makes it possible to welcome the new employee in the best possible way.
By calling on Switch Up, the company offers personalised support for setting up. For example, the search for accommodation, the administrative procedures, the organisation of childcare, etc. Finally, the employee can be integrated into his or her new living and working environment through a local network of Ambassadors. The new employee can thus devote himself or herself fully to taking up the position.
