I am Tanja and I work in the Talent & Culture department in Munich. I will share insights with you about our onboarding process and explain to you, why we do what we do!
Transition phase – we get ready for your start!
We hired Frank and transformed him from a “candidate” to a riskbuster. Therefore he shifts from our application tracking system to our HR operating system. This is when the automated, internal onboarding process starts: We take care of preparing the work equipment, your working place and collaborate closely with different departments like IT, Finance and Office Management. Each department gets its own notification and can manage their valuable time.
Frank’s Manager prepares a personalized, proper onboarding plan and assigns a buddy to him, to make sure that he feels welcomed, is quickly integrated in the new environment and to clarify expectations for both sides about his first months at riskmethods.
Your first day
Talent & Culture organizes an onboarding session for each month and invites Frank and other new hires. He gets access to Percipio, our learning development platform, and to Lattice, our performance review system.
Your first 90 days – we want your feedback!
As Frank is pretty busy on his first days we remind him, to fulfill his important onboarding “duties”, like accomplishing our mandatory training and listen to our pre-recorded onboarding sessions from each department.
After his first 90 days, it is time to “officially” speak about his onboarding phase. Frank is giving us valuable feedback that we take seriously, as we are always striving to improve!
We Think Big
At riskmethods we work in a fast-growing environment, with a scalable business model and live by the value “Think Big”. To be prepared for smart growth and as “We hate waste”, we have to automate, standardize and streamline processes while still taking care of individual needs from each of our employees and everyone else who gets in touch with us.