Today’s blog is a guest post by Stéphanie Carbonnell, Director of HR, BTP Consulting Group, located in Paris, France. With over 350 employees, BTP Consultants specializes in technical supervision of construction sites and managing workplace safety. They have been a PeopleDoc customer since January 2016.
Many people believe that the recruitment process stops at the hiring decision. But onboarding is essential for success especially when we know that, in France, a quarter of new arrivals leave their position during the first week. Find out how the onboarding process, though innocuous, is strategic.
Most companies lack a clear onboarding process
In France, many studies show that 65% of companies do not have a clearly defined onboarding process within their organization. This figure is staggering when it is also known that 4% of new employees leave their jobs after a first day, 21% during the first week and 32% in the first month.¹
Neglecting new employee onboarding can lead to dysfunction and increase turnover, which is regrettable when you consider the time, energy and money companies invest in recruiting. The overall cost of recruitment is never negligible—for each departure, new expenses are incurred and the work recommences.
Benefits beyond retention
A comprehensive and robust onboarding program is necessary for any company that wants to successfully integrate new employees from a strategic point of view. A solid onboarding program is also essential to talent development—an employee must feel attended to, accompanied and supervised, especially if it is a first job. With a warm welcome, the employee will be able to explain the company’s values and how it works to others with the same warmth.
That is why at BTP Consultants, we have rethought our onboarding process by simplifying it and, above all, supporting new hires from the moment they sign the contract until the end of their onboarding. We put in place digital tools in order to communicate with candidates before and after their arrival—a specific program that is followed on Day One, including interviews that are carried out after the first few days of work.
To find out if your onboarding method is effective, ask yourself the following question: When your new hires return home after their first day of work, what will they say to their friends or family about their new job?
HR document storage vs document management: The differences, explained
Like any other function, HR must reinvent their skills to keep pace with changing business trends and labor-saving technology (hello, AI). In this new world, they’re encouraged to focus on creative, consultative work that impacts engagement, culture and talent. But the transactional work HR is responsible for isn’t going away. So, to minimize the time spent on administrative work, it’s vital for HR to switch to digital employee files. However, simply scanning paper documents is just one part of the equation. How HR works with files once they’re digital is what determines whether going paperless translates to productivity gains.
Do your processes spark joy? Tidying up your HR workflows
What does the hit Netflix show, Tidying Up With Marie Kondo, have to do with HR workflows? More than you might think. If you aren’t already familiar with the name, Marie Kondo is a celebrity tidying expert whose decluttering philosophy encourages minimalism. Although her KonMari Method™ is about organizing and maintaining your home, its principles can also apply to organizing your HR processes. Much like how our homes become burdened with excess stuff, HR is often overwhelmed with a huge amount of administration and transactions. Operating procedures that once seemed clear and necessary become complicated by extra steps, approvals and systems over time. As you work to streamline and optimize your existing HR workflows, let the following lessons from Kondo guide your approach.
Gartner recently surveyed 800+ HR leaders across 35+ countries and all major industries to assess their priorities and expected challenges in 2019. No surprise, but improving operational excellence was the second highest business priority, trailing only behind growing the business. Improving and automating manual, document-driven HR processes seems like an easy place to create efficiencies, improve accuracy and enhance the employee experience. But prioritizing which processes have the biggest (and quickest) impact on your organization can be difficult. When you also consider the delicate balancing act HR needs to manage between providing high-touch support and automation, the decision on where to start gets even more cloudy. Don’t worry, we’re here to help. In this blog we’ll explore 4 easy places to start when automating HR processes.
Stéphanie Carbonnell is the HR Director at BTP Consulting Group in Paris, France. Her department serves over 300 employees and she oversees a team of four. She has established and implemented new salary and training policies and plays a key role in the company’s exponential growth plan.