Page 162 - Company Excellence

Part III: Chapter 5 ‐ It's all about the people

• Job offers security as well as team-supported
independence and is based on a system that has proven
itself over many years
• intensive and harmonious work with people possible

Arguments to convince the blue applicant
• Work with proven concept
• Structured and tested induction mandatory
• Objectively measurable career plan with further training
opportunities through specialists
• High customer satisfaction and systematic customer
acquisition as goals
• Future security through strategic planning

Those who act in a type-related manner during the hiring process
increase the likelihood that the company will actually be perceived as
an attractive employer brand.

Aspect 6: Checking the fit in onboarding

If the process ends with the hiring of an applicant to everyone's
satisfaction, matching-oriented companies (also) use the onboarding
phase to check and verify the conviction gained in the hiring process
that "it" fits. Onboarding aims at the sustainable familiarization and
social integration of the employee in all areas (e.g., technical,
professional, organizational, social, cultural, personnel) of the
company. As a rule, a distinction is made between the phases
"Preboarding",
"orientation phase" and - as the actual onboarding phase - the
"professional and social integration" phase.
The preboarding phase refers to the phase between the
conclusion of the contract and the first working day. The orientation
phase relates to the design of the relationship with the employee.
162