Consultancy and Tech
Attrition reduced by:
Satisfaction Increased to:
Average Number of Onboarder interactions
- Reduction in attrition; 10% by introduction of the portal and a further 40% by pro-active intervention
- Candidate Satisfaction surveys increased from 75% to 90%
- Onboarders visit the portal, on average, 10 times before they join their Induction day
A global leader in consulting, technology services and digital transformation, Capgemini is at the forefront of innovation to address the entire breadth of clients’ opportunities in the evolving world of cloud, digital and platforms.
They work with the world’s leading brands to enhance and transform the way they do business. Passionate people are Capgemini’s Ace of Spades.
Capgemini has digital transformation at the heart of their organisation but understands that business value cannot be achieved through technology alone. For Capgemini, it starts with people: experts working together to get to the heart of individual business objectives and develop the most adapted solutions to fit these requirements. They recognised that the way they onboarded new hires needed to be reviewed and improved. This was a critical point in their relationship with new starters, and a tech led experience would demonstrate that ‘digital’ was at the heart of their culture too.
The HR and Recruitment team had a clear purpose in mind when they began re-engineering their Onboarding process. Their ultimate aim was to deliver an inspiring employee experience, preparing individuals for life at Capgemini long before day one. To make this a reality, two priorities were front of mind. #1 Improve the overall onboarding experience and reduce the duration of their Induction event from two days to one, . And #2 Ensure candidates were ‘kept warm’ during a length notice period. But more than that – improve and strengthen the relationship so they felt increasingly more committed to the firm, and more likely to start on day one.
“But we recognised it was a risk” – says Ben Rubery, Apprenticeships Lead for Capgemini. “After all, when our aspiration is to deliver a tailored experience throughout our recruitment process, it felt a little counterintuitive to depend upon any technology which would automate parts of our approach.
We were delighted when it had such a positive impact – firstly with our experienced hire community and latterly with Graduates and Apprentices”.
Their high levels of interaction from users and exceptional feedback soon demonstrated that Hollaroo was far from a low impact, automated technology solution!
Capgemini deployed Hollaroo’s On-Boarding solution initially in the UK, then Norway, Sweden and Finland and are looking at a global programme roll out next year.
By making content available in a portal, called BeReady, which can be consumed at a time and place to suit the individual, Onboarders can prepare for day one. Whether that’s watching videos, reviewing content about benefits and company history or by asking questions of their colleagues, this has resulted in the face to face induction event being reduced to one day. Delivery of consistent, accurate information has provided a better experience and personalisation can still be achieved without 1:1 connection through email. Better still, Onboarders are able to communicate with their fellow Onboarders, so relationships are formed even before joining Capgemini.
Over time and supported by the team at Hollaroo, they have refined their approach further and have launched version two of BeReady. With more granular insight into candidate behaviour, they’ve been able to better understand the preferences of different audiences and develop impactful ‘moments’ of engagement. Hollaroo has developed a unique algorithm which identifies Onboarders who are at risk of not joining; this allows recruiters to reach out and either prevent attrition or at the very least understand the reasons behind it.
Karen Nicholson Jones – Hollaroo’s Customer Success Director says “the onboarding programme for Capgemini has developed over time. We’ve been continually improving the experience for both on-boarders and ambassadors. It’s all about focusing on sometimes subtle and small changes which can have a great result. Unlike most HR systems, which can sometimes be rather clunky, I’m most proud of the now personalised, and enjoyable experience we’re able to deliver.”
Don’t take our word for it, here’s what the Onboarders have been saying
“This is really useful tool. After watching all videos and reading most of the contents I feel really excited and looking forward to be inspired”
"This is by far the most professional and organised new joiner process i have experienced. Great work guys and i'm super excited to be part of the overall Capgemini UK team.”
“A wealth of information all put together nicely providing key information to a new starter…”
What’s next – was the obvious next question to pose to Ben.
“We’re focused on further personalisation, creating a really dynamic and intelligent experience for our new starters” says Ben, who rightly is evaluating the approach through the eyes of his demanding and tech savvy graduates and apprentices. “Now we’ve had the experience of running the process for a couple of years, integration into other systems will make sure we have a seamless and consistent approach. After all – we’re market leading ‘innovators’, so we need to be sure our people processes are equally as impressive!”.