Unilever's induction process

In Unilever, there is an industry-leading induction process, which makes their new employees feel that they are part of the team before they join the company. In LinkedIn's blog, Amanda Kirkby shared her suggestions on how the company can integrate new members into the team more effectively and how newcomers can adapt to new companies and roles more quickly.

For most people, starting a new career journey is exciting. New jobs, new interpersonal relationships and new career opportunities are all waiting for you to discover and obtain. However, a new job may also bring extra pressure to people. After all, life has changed a lot.

Therefore, the induction process is the key link to accept new people. Doing a good job can make new employees more convinced that they have chosen the right company.

Smart employers know that the induction ceremony is not only a process of "having it will be better", or just an additional procedure of recruitment strategy. Instead, they carefully designed the induction process to welcome and train new employees. They know that a good induction process can not only make employees quickly integrate into the company, but also play a very positive role in the long-term operation of the company.

There is no doubt that people are the primary productive force, so enterprises spend a lot of time and resources to recruit the best talents. If new people are lost quickly, it will be a huge loss for the enterprise, and if it is not well managed, it will even hinder the development of the company.

In 20 14, an online survey initiated by BambooHR found that 1 new employees left their new company within half a year, of which 16%- 17% left within one week.

These data show the importance of an enterprise having a strategic orientation plan-to meet the needs of new employees, from learning business systems and processes to helping them establish contact with new teams and get familiar with corporate culture.

At Unilever, they fully understand the importance of the induction ceremony for employees' expectations and integration. Unlike some enterprises that are eager to fill talent vacancies, they have not provided enough time and help to new employees.

Make an orientation plan for each new employee: 1. How to connect them with teams and organizations; 2. How to help them understand their roles and provide support. The work at this stage is very important to employee cohesion, employee retention rate and employee performance.

At Unilever, the onboarding process begins before new employees start to work.

First of all, the hiring manager will first establish contact with new employees and welcome them to join the team. He will find a relaxed environment, such as a coffee shop, and discuss with the new employees how the whole entry process will go. This is a good opportunity for both sides to understand each other's expectations.

At the same time, Unilever also encourages other team members to establish contact with new employees in advance, such as adding LinkedIn friends. This is not only a simple and effective way to embody human nature, but also makes new employees feel welcome before arrival, as if they are already a member of the team.

When new employees join the company, Unilever will encourage people from other departments to have informal gatherings with new employees. This not only shows that the company welcomes new ideas and skills brought by newcomers, but also provides them with opportunities to meet colleagues outside the team.

In order to help new employees get familiar with the company more quickly, Unilever matched an entry partner for each new employee and provided them with a series of materials covering various important topics, such as Unilever's sustainable action plan. This can make new employees understand the mission, significance and values of the company more quickly, and know how everything works, who to ask for advice, where to go and what to do.

If you have just started a new job, here are some suggestions from Amanda to help you integrate into the new company better and faster.

1. Be responsible for your integration, actively promote the induction process, and obtain resources for you to enter the role. When confused, ask for information and support. Be responsible for yourself.

2. Pay attention to personal health, make plans and take actions. Starting a new job is a major life change, which may be accompanied by a sharp increase in stress. Planning in advance how to maintain a stable and balanced life, regular exercise, adequate sleep, and setting aside enough time for your hobbies are all very important for personal happiness.

3. Make sure you have a tour guide colleague. This colleague can help you establish contact with colleagues in the company and give you advice on daily contact. This colleague should help you understand some established ways of interacting with people in the company.

4. Integration into a company begins with the first interview. During the interview, learn as much as possible about what it's like to work in this company, including the company culture. Although meeting with other members of the team is required. Observe and understand why current employees like to work in this company.

5. Be curious and open. Ask questions and try to understand why work is like this. Don't be afraid to share your thoughts, introduce yourself to your colleagues and try to build relationships with them. These will affect your future work ability and your career.