Empowering employee recruitment process

Based on remote personality diagnostics, aimed at tailoring the onboarding stages to the employee’s needs.

Data shows that between 10% and 30% of new employees leave the organization within the first three months…

99% is a groundbreaking solution for a real problem.

Reasons for Attrition

Excessive pressure relative to the acclimatization phase, lack of clear goals, and fear of not meeting high demands

Lack of appreciation, guidance, and continuous support from the organization leads to feelings of loneliness & frustration

Difficulty in integration, communication, and interaction within the new work team, especially with the manager

A feeling of stagnation and lack of professional future prospects that align with the employee's perceived abilities

Personalized Onboarding Strategy

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Process Monitoring and Quality Assurance

Coordination meetings and feedback discussions at the end of the process to ensure mutual success

Actionable Personality Profile Development

Building a personality profile for each candidate, considering their personal traits and unique needs to tailor the onboarding process clearly and feasibly to their needs

Onboarding Process Planning

Creating a personal plan based on the recruit's characteristics and needs against those of the receiving environment: the organization, the manager, and the team

Why Investing in Onboarding is Beneficial

86% of long-term retention decisions are made within the first six months of employment

77% of employees with comprehensive onboarding processes meet their job targets

54% of companies with onboarding programs reported higher employee engagement

50% increased productivity among new employees with good onboarding

91% of new employees stay in organizations with good onboarding processes

69% of employees who underwent good onboarding processes remain over three years.

Workshop on Linking Persona to Onboarding

In this workshop, we will connect candidates to the company’s unique strategy and promote the acclimatization of new employees. This way, we can succeed in their placement and ensure good results.

Session 1: The Profiling Perspective

Personality models. The current context in the candidate's life. How to connect it all.

Session 2: The HR Perspective

Interpreting field insights and embedding them into the model. Job profile characteristics and their expression in the personality model and diagnostic report. How the recruitment manager can make a real change in the recruited workforce.

Session 3: The Perspective of the Receiving Manager

Connecting personal insights to field needs. Types of managers and adjusting the process to the receiving manager. Team dynamics and matching the right candidate to them.

Case Studies