| | MARCH 2025MANAGEHRMAGAZINE.COM9weeks after the welcome breakfast and ensure that they get a so-called new joiner mentor assigned, who is then able to support with deeper insights about the company. Finally, we systemically ask for feedback which helped us evolve the program and reach nearly 100% satisfaction rate over time. Trust, Engagement and Mutual Support Caring for people and helping them succeed and develop is an essential part of our culture. I was very positively surprised by the uptake of the new joiner mentoring program once we have launched it ­ both managers and potential mentors were excited to embark on this journey. The program concept is very simple: the hiring manager connects the new joiner with someone senior either from his team or from within the broader organization. The mentor's role is to facilitate knowledge transfer, connect the new joiner to his or her network of people inside the company, share some of the unwritten rules, and more. You may argue this is also a role of a good manager, which is still the expectation. However, we found that having this additional support role during the first few months has helped to enhance the onboarding experience, speed up the integration, and contributed to creating special bonds among colleagues. So, I would recommend investing into these kinds of personalized programs. Role of People Sourcing, Recruiting and Onboarding I am a big fan of technology, and I believe it can help to simplify so many things in recruiting ­ if we get the systems right. We are already using several AI tools and automation in recruitment and sourcing processes e.i. Datapeople to improve the inclusive wording of our job posts, different LinkedIn enhancements for active sourcing, etc. However, we can always do more. There are many exciting offers available on the market, when it comes to sourcing talents from different platforms, automated interview scheduling, evaluating CVs, which I personally would love to experiment with. Nonetheless, as we are part of big, global organization, we are conscious about meeting the needs of all other entities who are using the same systems around the world. Finding a one-size-fits-all-solution is tricky. Also, ensuring that our tools fit all current regulatory requirements brings a whole new dimension into adopting new technology. We are in a constant upskilling mode to understand technology very well and be able to use it responsibly. At the same time, it is important to have a proper balance between AI and the human touch, especially when it comes to candidate experience. Keys to Effective HR LeadershipMy first and foremost advice is that you need to love what you do and have passion for people. You need to understand your company's business well to be able to design processes and capabilities for recruiting and onboarding to support the business strategy. Never stop learning, exploring, networking and experimenting with the best practices! Understand your company's business well to be able to design processes and capabilities for recruiting and onboarding to support the business strategy
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