What to do when a mere checklist is too little, but onboarding consulting is too extensive?
Every new hire is accompanied by the onboarding of the new employee, which creates another HR process. This should be well-structured and organised, because besides the new team member, there are usually many other colleagues involved. But this is not the only reason why onboarding deserves far more attention than it sometimes receives: 44%* of all new employees think about changing employers within the first 12 months.
Many HR managers are aware of this problem. If you are one of the 83%** of HR managers who believe that initial turnover can be reduced with better onboarding, we can support you, for example, with our onboarding packages. Immediately and straight away. When you think of the total hiring costs for a new position (recruiting, posting job ads, interviewing, applicant management, etc.) and the costs of training on specialist topics, it quickly becomes clear that investing in good onboarding makes good business sense. Especially since it allows the new team member to become productive more quickly, generates higher work motivation and company loyalty.
*Study Candidate Journey by Prof. Peter M. Wald (HTWK Leipzig), 2017
**Haufe Group, Onboarding Survey 2020 with 553 HR managers
If you do not opt for the short-term solution, i.e. one of our onboarding packages, we will support you in the medium and long term to professionalise your entire onboarding process in a sustainable way. We analyse your current processes as well as your requirements, your corporate culture and your communication and open up our entire toolbox of tools for the onboarding of your new employees. Together we can provide the ideal onboarding service for your company!
Every onboarding process takes place in three phases and involves different requirements:
The onboarding of young talent for vocational training at Airbus in Hamburg is a major effort every year and at the same time an important adjusting screw for a successful course of training.
A separate framework programme must be provided for the dual students each year, during which they get to know the company and the location, are introduced to safety regulations and corporate culture, receive basic fundamentals for their training profession and can begin to build their corporate network.
We at ARTS, with our HR experts, have supported the design, planning and preparation of onboarding with our expertise over several years and actively contributed to a warm and at the same time goal-oriented "welcome" during implementation.
We achieved that young talents today quickly find their way around the company. The employee experience was positively influenced by good organisation of standard processes, a wide range of orientation services and an appreciative welcome to the company.