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The two most important questions in recruitment are: "Do the employees fit the company?" and "Does the company fit the employee?". Of course, both questions need to be answered with "Yes!". But this requires good processes in recruiting and then in onboarding and integrating new employees into the team.
We survey these processes by questioning the management perspective with the culture audit. This covers the nine dimensions of Hiring & Integrating, Inspiring, Informing, Listening, Recognizing, Developing, Caring, Celebrating and Team Spirit and Participating. We are happy to share 5 best practices in the area of hiring and integrating that we have discovered at excellent companies:
1. internal academy on commencement of employment
Anyone starting a job in Sales at SAP Switzerland is given the opportunity to take part in the SAP Academy. For nine months, the new sales people are trained in effective sales techniques and negotiation techniques in rotation. To get their sales career off to an even more successful start, new employees are also trained in business skills.
2nd trial day for the Cultural Fit
At Grünenthal Pharma AG / Protopharm AG / Proto Chemicals AG, all candidates in all positions are given a taster day. They get to know their potential colleagues, gain an insight into their future work and get a feel for the atmosphere of the workplace. At the end of the day, the HR department collects the impressions and opinions of the employees involved, on the basis of which a decision is then prepared.
3. veto right of the team
The HR department leads and supports the recruitment process. However, the final decision is made by the line - with the support of HR. However, the team always has a right of veto if it feels that the new person is not a good fit. This practice is in use at Scout 24.
4. quiz on the Company Spirit
Anyone interested in a job at H&M can play a quiz online before applying to find out whether they live the H&M spirit. Not only did the cultural fit of those who played the quiz become more visible, but the quality of the applicants also increased. And even if further tests for fit are to follow, an initial match is already available.
5. more women in all areas thanks to the "JUMP" and "DARE" program
Cisco Systems wanted to increase the number of female applicants at every level. That's why they developed the "JUMP" and "DARE" program. "DARE" is an interactive one-day workshop designed to encourage and inspire women in the early stages of their careers. The workshop focuses on visibility, internal company policy and positive branding. "JUMP", on the other hand, is aimed at women with high potential in middle management. It is a nine-month program with three modules that focus on greater self-confidence, leadership quality and skills and communication.
