Chapter I: When Businesses Can't Retain Their Talents

Onboarding in figures

He is responsible for the resignation of nearly 1 in 3 managers during a trial period

90% of employees think that the process needs to be improved

Loupé, it costs between €30,000 and €60,000 per employee

In a context of skills shortage, where recruitment tensions are palpable in many sectors, Retaining talent is crucial for businesses. But professionals are facing an observation: today, companies are no longer able to retain their employees.

Indeed, since the health crisis, the expectations and requirements of employees have evolved. The periods of confinement and teleworking for certain professions have allowed employees to take stock of their professional expectations. Between flexibility and balance professional and personal life, prospects for development and the search for meaning, companies must adapt to the new expectations of their teams and participate in their professional development.

And this starts from the very first moments within the company, which is decisive for loyalty and the level of commitment. It is therefore essential to place people at the heart of managerial strategies and at the heart of onboarding processes.. Because, in order to feel fulfilled and committed, talents need to first be supported, then to become actors in their professional careers and to adhere to the values of the company.

Chapter II: What are the impacts of the difficulty in retaining talent?

The difficulty in retaining talent can lead to significant turnover, which causes multiple negative impacts within the company. According to a LinkedIn study, 22% of staff rotations take place during the first 45 days in the company.

These impacts are financial, organizational and human at the same time.

First of all, the cost of resigning is very significant for the company. A recruitment is considered “failed” when the employee leaves his employer within twelve months of being hired. An article by Welcome to The Jungle estimates its cost at 30,000 euros (direct costs), which can reach up to 150,000 euros. In addition, a premature departure impacts the productivity of the team, which must adapt, manage this unexpected change and distribute the workload.

Second, the cost of recruitment is considerable. This cost depends on the needs of the company and its recruitment strategy: publication of the offer (job boards, recruitment firm...), HR staff mobilized, recruitment needs, cost of onboarding and training...

Then, an employee who resigns does not leave his colleagues indifferent. Between loss of motivation and risk of turnover, the departure of an employee is not trivial for corporate culture and for its employer brand..

For his colleagues, the risks relate to the loss of motivation, commitment and loyalty due to the increase in workload and the stress caused by leaving. For new hires, leaving risks damaging the brand image, attractiveness and credibility of the organization.

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Chapter III: Onboarding, the key to retaining and retaining talent

Onboarding is the act of integrating a new employee as soon as they are hired and can be extended after their arrival. It consists of several training phases. Successful onboarding offers numerous advantages to the company. This step is crucial to ensure the transmission of knowledge, the successful integration of new hires and to promote their engagement. Indeed, the level of commitment of talents is affected from their very first moments within the company. According to a CadremEmploi study, In fact, 33% of managers say they have already resigned due to poor integration.

Successful onboarding then makes it possible to retain, engage and retain employees. The information transmitted during onboarding allows learners to get involved in the life of the company and to immerse themselves in its DNA. Through onboarding, company values are presented to the newcomer who can identify with the corporate culture.

In addition, by being listened to, valued and supported, employees get involved and acclimatize more easily to their new professional environment. Because by being properly guided and welcomed, talents develop their satisfaction and commitment. Successful onboarding makes it possible both to retain them and to avoid turnover, while transforming them into real ambassadors at the service of the employer brand.

By capitalizing on the knowledge of its teams, the organization is transformed into a learning company, where each member is both a learner and a trainer. And it is by feeling involved in their professional career that employees develop their commitment.

Chapter IV: The different training solutions to offer effective onboarding

Onboarding is necessary for the new hire to become familiar with their work team and the company culture. Here are the different training solutions used for onboarding.

LMS

Les LMS (“Learning Management System”) are platforms for the distribution of e-Learning training courses and for collecting data related to the evolution of the learner. They make it possible to create tests and then to centralize, collect and analyze the results. Human resources professionals and managers have access to a global vision of the progress of the new recruit and his career path.

LXP

Les LXP (“Learning Experience Platforms”) are platforms that offer users a more personalized learning experience than with LMS.

Thanks, among other things, to algorithms and the use of Artificial Intelligence, content is adapted to the behavioral preferences of users.

However, for the successful onboarding of newcomers, the dimensions of social integration and engagement are very important.

Mobile Learning

The employee integration period can be challenging and tiring for him, due to the large amount of information he must record. An onboarding accessible through mobile learning therefore makes it possible to support the employee, while adapting to his constraints and his professional environment. Thus, talent accesses content when they want, where they want and from the medium they prefer (computer, tablet, smartphone). This flexibility allows him to become an actor in his onboarding process and motivates him to invest fully in it.

Microlearning

The modules of microlearning allow the learner to quickly and at his own pace with the key information to know, from the very first days (presentation, safety rules, etc.). This method avoids the risk of infobesity, which can discourage the new recruit from all the information he needs to know. Some platforms rely on the microlearning method by offering short modules lasting between 2 and 5 minutes. The objective? Develop commitment and promote skills development.

Gamification

Onboarding platforms aim to get the new hire up and running as quickly as possible. The gamification of her integration process allows her to learn in a fun way and without being overwhelmed by too much information. Thus, by participating in various games and quizzes or receiving awards, she can immerse herself in corporate culture, become familiar with her environment, build relationships with her colleagues and better understand her role.

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Chapter V: Why an LMS platform to train the field

The LMS platform allows the company to succeed in its onboarding by placing social interactions at the center of the user journey, thus developing its commitment and motivation.

In fact, let's start at the beginning. First, one of the most important things to do in onboarding is to make sure that new hires can receive the right content at the right time so that their onboarding happens in the best possible way.

For workers in the field, the simplicity and reliability of the tools are essential. The main difficulties of workers in the field are in fact based on the difficulty of accessing relevant information to do their job and the poor performance of the technical tools made available to them. In short, they feel disconnected from the company, literally and figuratively.

Training solutions should therefore allow them to quickly and easily access information relevant to their work, without overloading unnecessary information.

To do this, with the LMS platform, newcomers are distributed as soon as they arrive in communities that concern them and that will interest them. These communities can simply be a group that brings newcomers together, or a community linked to the missions of onboarding.

Managers will have to lead their groups and ensure that only content that is relevant to new hires is visible at first. Learners can then gradually unlock new content and be added to new groups.

Once they have access to the right content at the right times, it is necessary to engage these newcomers and transform them into ambassadors of the solution. For this, lThe LMS platform offers an innovative solution, accessible everywhere and completely gamified to ensure the best possible learning experience for the learner. All the information that newcomers will need is quickly and easily accessible from the platform, whether they are in the office, on the subway or at the top of a mountain.

As soon as they arrive, learners are immediately asked to participate in their onboarding themselves. Thanks to User Generated Content, they can introduce themselves to their collaborators through a short video or an introduction text. They thus immediately become actors in their onboarding.

They can then evolve within the solution, discover the different content offered to them, ask questions, comment and react to each new feature. Spaces for sharing and exchanging are accessible at each stage of the learners' journey in order to create a real learning community.

In addition, because there are subjects that we cannot (want) not to digitize, the LMS platform must make it possible to offer face-to-face training sessions, with or without registration, directly from the platform to offer formats that are ever more adapted to the themes addressed and the needs of newcomers.

How to support local populations? Thanks to an LMS designed by and for the field.

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Chapter VI: Onboarding field populations with Beedeez

More than an LMS, Beedeez is the platform that allows you to create, automate your onboarding process and measure its impact.

Beedeez is the LMS that turns every work environment into a learning opportunity, thanks to an interface designed for field workers:

• Training courses adapted to the reality on the ground, accessible at the right place and at the right time. Employees are improving their skills on their daily subjects, even offline. Learners benefit from both theoretical training and direct knowledge related to everyday professional actions.
• A new short and gamified format, far from traditional e-learning so that training becomes a reflex.
• Participatory knowledge, drawing on internal knowledge to make the business evolve together.

→ Train all your teams, even those in the field.

Focus on the stages

Script your onboarding, alone or in collaborative mode

Thanks to the capsules and tips, Beedeez's traditional formats, transmit all the knowledge essential to taking up the job of your employees. Upon arrival: information that circulates in various formats, with fun quizzes for maximum memory anchoring.

Broadcast the right content to the right field collaborator, at the right time

Create groups of collaborators who will receive the right onboarding content at every stage of arrival. Make reminders if necessary and involve managers in the follow-up, from the first days!

Focus on gamification

In the case of onboarding, gamification makes it possible to engage employees and train them with fun content. It improves the digital onboarding process. This technique allows you to discover the company in a positive and immersive way, by going through various game stages: quizzes, videos, games... There are many formats!

Simply measure onboarding performance

Our new statistics interface offers you a range of key indicators and functionalities to cover all your reporting needs. Make immediate decisions to take action when needed and adjust your onboarding.

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Chapter VII: Beedeez use cases: RATP, Areas, Extia

Improving the user experience plays an essential role in the successful onboarding of new employees. Recognizing the challenges of integrating newcomers,

Extia and Areas wanted to have a social learning solution that met both their needs and the expectations of learners. By improving the user experience of their learners, companies therefore wanted to develop their level of commitment while guaranteeing a rapid, fun and effective skills development..

Challenge 1: Succeed in offering comprehensive and engaging onboarding

Hybrid onboarding

Digital or face-to-face? What if we didn't have to choose? Indeed, to ensure quality onboarding, it is necessary both to be able to offer learners a learning tool that is accessible everywhere and all the time so that they can train, but also face-to-face sessions for more complex subjects that require practical demonstrations. To do this, Extia has set up a digital onboarding available remotely, but also hybrid onboarding for a social and human experience.

Gamified onboarding

Making onboarding fun and effective is possible! Gamified onboarding consists in relying on the fun elements of the game, to transform the training course into a fun and engaging moment. So, by having a good time thanks to stimulating content, employees integrate key information more quickly and develop both their motivation and their commitment.

To make onboarding fun and improve the user experience for new learners, Extia gamified the onboarding process, allowing them to easily access the necessary information while having fun.

Areas relied on an optimal interactive gamification system adapted to the business sector. Thus, in a few minutes a day and directly in the field, newcomers have increased their skills thanks to stimulating and fun content. Indeed, the learners earned “miles” along the way (enough to go around the Earth 6 times)!

Personalized onboarding

The secret to keeping newcomers motivated and engaged? Personalize onboarding. Indeed, the personalization of onboarding improves the user experience and allows employees to benefit from the right content, at the right time. So they have easy access to the key information they really need.

To do this, Extia has adapted its onboarding to offer personalized knowledge capsules according to the characteristics and preferences of learners.

Challenge 2: Facilitate Access to General Business Information

Onboarding accessible everywhere, all the time

To access general company information, the newcomer must have access to the onboarding process anytime and anywhere. How? Thanks to the mobile learning format of the Beedeez solution, which allows learners to access key information, where they want and when they want.

Extia allowed learners to quickly and intuitively access all the key information, from the medium they prefer (computer, smartphone, tablet) and wherever they want. Whether on public transport, on the street or at home, general information is accessible everywhere and all the time.

”Beedeez participates in the digitalization of our training courses, thus allowing everyone to personalize their skills development, to train when they want, on the medium they want, whether on a computer or on a mobile phone.”

Claire Bresson, Agile Coach at Extia

Centralization of information in one place

Centralizing information in one place offers practical benefits for both learners and the business. This is because learners don't waste time unnecessarily accessing the information they need and effectively find centralized knowledge in one place. On the business side, if trainers need to update or consult certain general information, they can access it in a few clicks.

Extia centralized its key information on the platform. Thus, learners and trainers have access to content quickly via a source of knowledge that is accessible and necessary for the smooth running of onboarding and the successful integration of new recruits.

Seamless Learning

Seamless Learning offers fluid, unified and coherent learning to newcomers combining all types of training, digital or face-to-face, combining the formal and the informal. So, The moments of exchange create a link between the learners, while allowing them to develop their skills fluidly and effectively.

To do this, Extia has guaranteed its learners a “seamless” onboarding process, which can be started in the classroom or on a smartphone and completed directly in the field. Discussion moments can be carried out with a remote working group to maintain the human and engaging aspect of onboarding. This flexibility allows learners to have essential information available when they want it.

Challenge 3: Move from face-to-face onboarding to hybrid or digital onboarding

Transforming content with the author tool

Going from face-to-face to hybrid has the advantage of transforming, updating and creating your own training content, making the capsules more attractive and engaging.

Extia trainers transform their content easily, intuitively and effectively using the Beedeez authoring tool. This saves them a significant amount of time.

Finally, at Areas, trainers can transform content with the author tool, in a simple, intuitive way and with an instant handling of the back office, which saves an exceptional amount of time for the creation and distribution of knowledge capsules. Thus, the flexibility and intuitiveness of the content creation platform made it possible not to impinge on the quality of the training and the learners were kept engaged.

Space for exchanges for employees to communicate with each other

Switching to hybrid or digital onboarding does not mean losing the social and human aspect of onboarding! Indeed, the exchange spaces within the platform allow newcomers to collaborate and build relationships, which is essential for loyalty and the development of engagement.

To do this, Extia has set up digital onboarding allowing learners to communicate and thus integrate while respecting the Social Learning method. Thanks to this space for exchanges, newcomers could share their feelings, feel supported, ask questions and thus develop their commitment.

Challenge 4: Successfully measure the impact of onboarding

Allow results to be tracked

The essential step in onboarding is also based on being able to measure its impact, by monitoring the results and evolution of users. Because to know if onboarding is effective, if learners are satisfied with it and if they are building skills effectively, onboarding must be monitored, step by step.

Extia was able to track and analyze the results of newcomers, thanks to self-diagnosis tools and searchable statistical data. Thus, the company was able to measure the progress and evolution of learners, to then better support their onboarding.

A collaborative back office

Areas was able to monitor learners' progress and results, thanks to the collaborative back office, whose simple and instant handling saved the teams of trainers/designers an exceptional amount of time.

Challenge 5: Successfully onboarding employees in the field

ATAWADAC

Literally, ATAWADAC stands for “Any Time, AnyWhere, Any Device, Any Content.” The objective is therefore to make your content or services accessible all the time, on all digital media and everywhere, even in the field.

In fact, thanks to hybrid and accessible onboarding, learners are trained in the field and therefore have quick access to all the key information they need.

The challenge at Areas was to train ATAWADAC the hundreds of temporary workers and extras recruited for the Paris Motor Show. Areas therefore offered new learners onboarding that was accessible everywhere and all the time, guaranteeing fast and effective training, even in the field. In a few minutes a day, the learners were therefore trained directly in the field, in a fun and effective way. Thus, thanks to the Beedeez solution, the 400 employees mobilized during the event were trained on the basic skills of these jobs.

For RATP, the challenge was to optimize the onboarding process for terminal technicians.

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Microlearning

Microlearning adapts to the constraints and professional environment of employees, their allowing training directly in the field thanks to varied, interactive and very short modules (usually less than 5 minutes). Microlearning allows learners to develop skills effectively, by connecting when they want and when they can for only a few minutes.

Microlearning courses at Extia and Areas have allowed new learners to benefit from flexibility that has developed their motivation, their commitment and allowed them to assimilate the information they need to know more naturally and effectively.

Challenge 6: Succeed in the rapid onboarding of ephemeral populations

Microlearning

At Areas, ephemeral populations have been effectively trained in the field using microlearning content. Memorizing key information was facilitated by the interactive and short formats. As a result, learners were able to learn when they wanted, where they wanted, and only for a few minutes. This flexibility contributed to their skills development and the development of their commitment.

Quick author tool

At Areas, the rapid authoring tool made it possible to design, distribute and promote onboarding content in a simple and intuitive way. The instant handling of the back office has also saved the company a significant amount of time. In addition, the flexibility and intuitiveness of the content creation platform made it possible not to encroach on the quality of the training courses. Thus, “punctual” newcomers were able, over a short period of time, to be trained and autonomous in their missions.

Mobile First

At Areas, the onboarding process is focused on Mobile First, to allow “ephemeral” newcomers to train quickly, from where they want (in the field or not) and from the medium of their choice (tablet, smartphone, computer). By eliminating face-to-face training time where all teams are mobilized, the time savings are remarkable. For learners, this flexibility and freedom is engaging and allows them to take an active part in their integration process.

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