Christophe Blanchard

Onboarding, to attract, integrate, and retain your future talents

Companies spend a lot to attract and seduce their future employees, investing time, resources, and finances both internally, through specialized recruitment sites, HR firms, or headhunters... And when employer and candidate finally say 'YES', hoping to live the longest and most beautiful story possible, we often observe serious shortcomings in the quality and process of integrating new employees, and this is where disillusionment can occur... However, disappointment always stems from the same virus, promises made or implied during recruitment that are not upheld afterward. Integration is therefore crucial, and special attention must be given to newcomers; it is the responsibility of all actors in the company, not just the HR department, which is often the first to be aware of this. It is also the role of managers, colleagues, and support services within the company... all have legitimacy and an interest in ensuring that this goes well. Apec estimates that nearly 60% of young executives are disappointed with how companies have managed their professional integration. 4% of new employees do not return after their first day, and 22% after 45 days! I leave you to calculate the loss incurred with each departure before one year! Establishing an efficient integration process is also a way to increase results. Every company, whether a large account or an SME, MUST establish an integration process, more or less comprehensive depending on its size, ambition, and resources. Together, we will see what means, tools, and processes are available today and what needs to be prepared to ensure that your new recruits also contribute to the employer brand and become ambassadors for your company.