A large multinational group, global capital goods leader, with presence in 180 countries, 160,000 employees, and expansion plans in developing countries, with 12 brands and incredible drive toward innovation of products and services, also through new joint ventures.
The strong growth of the group and its global expansion in recent years has called for the onboarding of high-potential qualified resources that might bring value to the company and find a professional environment to grow in an inclusive and welfare-oriented setting.
The challenge
In such a complex, international, diverse organization, structured onboarding had become a priority to facilitate personnel hiring from the very beginning, allowing resources to quickly understand the professional setting, the processes, and the values of the organization. For recruits, onboarding meant - in the designing logic - one of the first steps to experience the quality of their choice and explore the brands, products, and services the company has on the market.
The solution
Considering the peculiarities of the context and the needs highlighted by HR, we developed a path that might combine different goals: involve many people at the same time, allowing for highly interactive sessions; let recruits live and experiment with the organization and share its values, mission, and vision. We have decided to involve managers and specialists to create synergies and networks among people, enabling recruits to interact with the line through its most esteemed and renowned representatives.
The induction process aimed to encourage active participation, involving people, and fostering motivation through ice-breaking and team-building activities where they can see first-hand the principal company values and acquire a company-sponsored mindset.
Ice-breaking and team-building moments have been designed particularly as role/negotiation games starting from the year's key theme: integration, sustainability, innovation...
Every activity was purposefully designed to invoke the concept. Participants challenged one another in a trade fair booth organization, creating and launching a natural and sustainable beverage, producing prototypes using recycled materials, and creating a fairytale, starting from some elements attributable to the organization.
Result
A structured Induction approach has had significant effects for all the actors involved: the company, different entities, and new resources, as highlighted by the Survey. The company could use an effective and efficient tool to interest people and create a sense of belonging in its collaborators, overcoming short-sighted or sector-based views that recruits may often have. Productivity has increased in a short time, which has led to higher ROI from the very early stages of the hiring.
The organization has had the opportunity to convey values and company behaviors that allow for professional dynamics that contribute to sharing and incrementing people onboarding.
Participants have appreciated the intervention, as short as it was, which has allowed them to see first-hand the complexity of the organization and explore different and excellent company brands; meet and interact with managers from other entities; tangibly feel the company's interest and will to take care of their development, increase talent retention, and a sense belonging to the Group.
Consulting Induction support
