Our teams had a coffee with Eugénie ColinChief Marketing Officer at Workelowho shared with us all her tips on this very important subject!
An interview to consume without moderation 👇
Can you introduce me to Workelo, in a few words? What is the pain you reduce?
Workelo is a simple digital platform designed to facilitate the onboarding of new employees and the management of employee departures.
The goal is to help HR departments, who are often very busy and have little time to manage these processes.
The topic of talent retention is often poorly managed, or at least always thorny, which can have a deleterious effect on the employer brand.
From the recruit's point of view, Workelo aims to eradicate failed onboarding, which can lead to a bad experience... or even a premature resignation! And more than that, the objective is to offer the recruit an experience that will delight him/her from the moment he/she signs the contract.
What is Workelo's "special touch" to attract candidates?
As shoemakers with good shoes, how can we not mention our onboarding process?
We offer a very thorough pre-boarding phase, during which we seek to establish a strong bond with the person, right from the signing of the contract. We do not hesitate to invite them to team events and team building activities - even before their official arrival.
The first few days, meanwhile, are punctuated by a guided tour of the workspace using a QR code system, which creates a fun experience and immediate engagement.
Qualities you are looking for in your candidates?
We believe that a diverse team is essential to our success. We are therefore looking for people who share our values: teamwork, the importance of people, and an unwavering commitment to providing the best service to our clients and partners. If you recognize yourself in these values, you could be the person we are looking for to join our team!
👉 To discover Workelo's job offers it's here.
An employee onboarding 5 ⭐, what does it look like?
It starts with a pre-planning phase!
As soon as the contract is signed, it is important to get in touch with the new recruit. And not only for paperwork, but especially so that the manager can start to create a link and introduce the members of the team (Again, without necessarily falling into the traditional organization charts!)
During this phase, it is important to use digital to answer administrative questions as quickly and efficiently as possible. No one likes to deal with this, not the recruit, not HR, not the manager.
Remember to reassure the recruit about the events that will punctuate his or her first few days, by offering a draft agenda. The goal is for the person to feel sufficiently informed to have a good night's sleep on Sunday night, the night before the first day. But without overwhelming them with information. A good balance must be found!
All the stakeholders in the integration need to be in sync, so that the first day goes smoothly. We like to call this "behind the scenes work" in the company 🙂
Once the recruit is in place, the onboarding phase can last several months. It is important to follow up regularly and to develop a feedback culture throughout this period. The manager or HR must ensure that the recruit feels well integrated with the team, to avoid any disengagement or slowdown in the development of skills.
We don't talk about "re-onboading" enough, when changing jobs. Can you tell me more about it? Any concrete tips?
In truth, the term "re-onboarding" is used in two broad contexts:
- Internal mobility, of course
- On parental leave or return from long-term sick leave
It is essential to recreate the link during these periods, because there may have been many changes in the meantime: new tools, arrival of new colleagues, etc. It is therefore important to (re)connect, before the "first" day, to avoid any unpleasant surprises.
It is also important to accompany the new recruit throughout his or her integration into the new position, and to collect feedback regularly. This is particularly crucial during periods of parental leave, when the person must adapt to a new rhythm of life!
Offboarding: how not to miss it, or even capitalize on it?
Indeed, many companies too often neglect this phase, because they lack time or do not see its impact!
Offboarding can be tricky, given the different scenarios it implies: the planned end of contract, the never pleasant dismissal, the resignation that can go more or less well...
In any case, there is a risk of tension between the company and the person leaving, hence the importance of communicating around this moment and collecting feedback.
We encourage a well-framed exit interview with the manager and/or HR to understand the reasons for the departure. We advocate qualitative and anonymous feedback, allowing people to express themselves freely and HR to analyze the reasons for the departure and improve accordingly.
There are a lot of logistics involved in making this period as smooth as possible, with many people involved. Let's not forget the human aspect of a person's departure, which can affect the productivity and morale of a team. The manager must reassure the rest of the team and ensure an effective handover.
In the best cases, we want to keep in touch with the person and add them to our network of former employees for future contact, which impacts the person's experience and the company's employer brand.
Strong business stakes, which Workelo can help you with!
Many thanks, Eugenie 😊
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