About Grupa Atalian in Poland
The main business of Grupa Atalian in Poland is providing integrated FM services (cleaning, TechFM, catering, reception). The company employs office and operational staff - and it onboards both groups through the Gamfi onboarding platform.
How the onboarding process runs
The whole onboarding process at Grupa Atalian in Poland takes about 4 months and splits into a preboarding phase (a preparation period, usually the month before the first day at work) and onboarding itself, which ends 3 months after the first day. The process is carried out by 21 different roles (from the manager and the buddy, through the people responsible for HR administration, GDPR, health and safety, IT and office administration, to operations directors).
The onboarding process at Grupa Atalian in Poland was tailored to the needs of the organisation, and the successive stages were designed in such a way that new employees quickly reach a high level of effectiveness and get the knowledge they need at several levels: strategic (the mission, vision and goals of the company), procedural (rules, codes, documents) and personal (the scope of duties, what the role involves, the room to develop).
Proven onboarding practices
A few of the onboarding practices put in place by Grupa Atalian in Poland deserve particular attention, because they get ahead of challenges that often come up in onboarding:
- the process starts the moment recruitment closes – thanks to the integration with the ATS, onboarding starts by itself as soon as a recruiter confirms in the system that a new person has been hired,
- support for the manager and the buddy in their roles – 30 days before the new person starts, automatic paths for the manager and the buddy begin, taking them through their tasks and automating the booking of meetings,
- the formal side of the process is automated – the whole formal side of hiring and onboarding runs in Gamfi: from issuing a referral for a medical check, through collecting the data for the contract, to gathering the consents required for compliance,
- satisfaction is tracked all the way – from a quick pulse-check 30 days before day zero, through further ones during the process, to an extensive Stay Interview survey 90 days after the start (and importantly - the buddy has a pulse-check too, rating how satisfied they are with their own role!),
- onboarding progress is tracked as it goes – thanks to automation the manager sees how their people are progressing, and HR follows the course of every process, with a view of how involved the supervisor, the buddy and the other roles are.
Results of the onboarding improvement
Digitising onboarding cuts operating costs, an automatic flow of documents minimises the risk of delays and mistakes, and a structured process spread over time increases how much knowledge a new person takes in.
At Grupa Atalian in Poland we minimised our onboarding challenges by rolling out the Gamfi platform, which revolutionised onboarding and offboarding in our organisation. We automated the flow of documents, which minimised manual work and saved our people time. Digitisation cut operating costs, eliminating unnecessary procedures and building a positive image of the organisation. Inside this automated tool we already share what makes our organisation distinctive with newly hired employees during preboarding, and we start building their identification with the company before their first day of employment. The whole onboarding process at Grupa Atalian in Poland is made up of 165 different activities carried out by more than 20 roles - the involvement of many people supports building relationships with the future team, and a tool supporting the whole process has made it more effective.