Onboarding, a strategic challenge on the Luxembourg labour market
Onboarding, or the process of integrating new employees, refers to all the actions implemented by a company to facilitate the taking of a job, the understanding of the internal culture and the sustainable registration of the new employee in the organization.
Long reduced to an administrative formality, it is now recognized as a key factor in performance and loyalty. And is expected by new collaborators.
This is what emerged from the 2024 edition of the Onboarding Barometer, commissioned by the HR platform Workelo from the Ipsos polling institute and relayed by Paperjam. According to the study, 80% of newcomers consider it “important” to have visibility on how their first weeks of work will unfold, or to know a little more about the team they are about to join. 79% of them also want to be able to get in touch with their future manager or with HR departments.
A structured integration process at Banque de Luxembourg
At Banque de Luxembourg, onboarding is based on a clear and consistent process for all new hires. According to the institution's HR director, integration begins with a collective morning bringing together new employees who arrived simultaneously. This first step makes it possible to present the internal processes, the values of the bank and the essential criteria for a good start.
Support continues with the assignment of a tutor from day one. This person plays a central role in discovering the premises, the places where the company lives and the teams. ” The purpose of this tutor will be to help the newcomer during his first day by showing him the building, the various useful places such as the company restaurant, the gym, but also the different living areas., explains Martin Hubert, Talent Acquisition Partner at Banque de Luxembourg. This person will also be able to show him who his new colleagues are, tell him who the speakers are in case of a problem, and who to contact depending on the subject. ”
The follow-up is then completed by the intervention of a business partner, who accompanies the employee throughout the trial period. The latter regularly checks in order to ensure that the integration takes place in good conditions.
Personalized integration to attract younger generations
The practices implemented at Banque de Luxembourg reflect a wider trend observed on the Luxembourg market. Onboarding is increasingly thought of as a gradual process, which goes well beyond the first few days of work. The objective is to secure the trial period, to facilitate the development of skills and to quickly create a sense of belonging, an even more important criterion for attracting and retaining Gen-Z talent.
" During the trial period, we monitor the integration process to find out his feelings. This allows us to know how she is feeling and if the position meets her expectations. This feedback is essential for us. ” - Audrey Canal, Thales Cyber Solutions Luxembourg
At Thales Cyber Solutions Luxembourg, HR teams are above all attentive to the feedback received on the method used, as explained by Audrey Canal, HR Manager, in an article published on Virgule.lu :” The person receives what we call a Welcome Book, as well as a Welcome Pack. Then she joined her team. During the trial period, we monitor the integration process to find out his feelings. This allows us to know how she is feeling and if the position meets her expectations. This feedback is essential for us. The new generation can help us improve when it comes to onboarding. ”
The Grant Thornton buddy program
Chez Grant Thornton Luxembourg, sponsorship is an integral part of the onboarding process. Each new employee is assigned a “buddy”, generally an experienced colleague, responsible for supporting them during their first steps in the company.
Lara, a junior manager in the internal accounting department, explains that the presence of a buddy from day one was decisive for her, especially for a first professional experience in Luxembourg. ” This allowed me to better understand working life in a new country, but also to better understand Grant Thornton, how the team collaborates, and internal processes and policies. ”
On the sponsor side, Maxime, who has worked for four years in the ODI department, describes the buddy as a privileged point of contact: ” the buddy becomes the person to whom you can ask your first questions without any pressure. Overall, having a buddy really made my integration easier. This has helped me build personal relationships and encourage collaboration between departments..” It is also an opportunity, for the buddy as well as for the new employee, to discover another facet of the company.
Onboarding now designed for the long term in Luxembourg
The examples of Banque de Luxembourg and Grant Thornton illustrate a profound evolution of HR practices in the Grand Duchy. Onboarding is no longer considered as a one-off event, but as a continuous support process designed to strengthen the commitment of employees.
In Luxembourg, onboarding has become a central pillar of HR strategy. Faced with an internationalized and demanding labor market, companies must develop structured, human and personalized integration systems. Whether it is a question of mentoring, sponsorship or reinforced HR follow-up, the objective is clear: to provide lasting support to new employees in order to promote their commitment, their performance and their loyalty.
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