Reduce early departures with an extended onboarding

EMEA-EN-Employee-Journey-homepage-mobile

Happy new hires

improve your retention rate

Fast Return on HR Investment

Prioritizing individual inclusion

Put people at the heart of your onboarding! Tailor your onboarding program to suit the profile of your employees (executive, non-executive, assistant, manager or director) and their status (newcomer or internally mobile employee). Prioritize a step-by-step progression to encourage a human welcome.

Streamlining the experience by automating administrative steps

Quickly compile your employee’s file with candidate data and easily generate all mandatory documents, without forgetting any (employment contract, social declarations, occupational medicine appointments), so you can concentrate on what’s most important: human and social capital.

Involving the whole team in transmitting the corporate culture

Bring the entire human resources function to life by assigning tasks to all those involved: the general presentation by management, the handing over of the welcome booklet by the manager, the transmission of the internal culture and the presentation of peers by a mentor appointed for several months.

Listen to employees, measure their professional progress

Ask for an assessment or feedback after each field course or group training session. Organize several individual interviews, starting in the first week, at D+30 and then quarterly.

Build community through external and internal relations

Make your employee’s arrival official with your customers and partners. Organize site visits and regular follow-up meetings. Share meals to keep in touch.

Test your game to win as a team

It’s important to be both serious and light-hearted! By testing your employees’ knowledge of the company through quizzes, they’ll learn faster and better (especially with the help of colleagues).