Are you or is you one of your employees, in a situation at work where you wonder whether this can be improved?
Do you find yourself in danger of getting stuck in your current work and you simply want to get more pleasure and satisfaction from your current job?
Do you want to investigate wether the next step will be within, or outside your current employer?
One of your employees is not comfortable and you want to help him / her feel better again?
You offer your employees a career path as a form of periodic maintenance.
Occasionally a conversation with an external professional can be clarifying, which can help both employee and employer.
In short: a satisfied employee is of great added value for both employee and employer!
Hunters & makers is your personal career professional and by using the right tools we can help you make the best step in your career.
Hunters & Makers offers both individual and group (career) courses in the areas of:
- The search for a new job
- More pleasure from your work
- A career switch
- Insight into the mutual behavior of colleagues
Hunters & Makers – your personal journey on individual as well as on teams
Our method
In our opinion, good cooperation starts with mutual trust and communication. A career traject at Hunters & Makers therefore starts with a first meeting to get acquainted. If you see your ideal career professional in us and we see the right opportunities for you, we will start your personal process.
After this introduction, an intake will take place in which we will discuss the goals and examine which steps we can take to achieve these goals. Also during this intake we discuss the tools that we can use in the process, actively working towards the set goal (individual). After the introductory meeting, there are usually 6 to 8 phone calls of approximately one hour, which take place once every two weeks. If desired, these calls can also be made via SKYPE. You will be actively involved in this process by creating and preparing assignments that are tailored to your situation and in which we work towards your goal.
With groups, we look at what the group’s objective is and how we can set up a tailor-made program for this.
Interested? Enter your contact details and we will contact you for a telephone introduction.
Especially for employers: A tailor-made program for individual employees or for teams
Individual career paths for employees: Various tools can be used such as: Insights Discovery Profile and the Pearson test, often in combination with coaching conversations as described above.
On-boarding routes:
By allowing new employees to land in the organization the right way, they are more productive, more involved and less likely to leave. It is therefore important to think about on-boarding. On-boarding or the socialization of new employees goes beyond a simple introduction to the workplace. On-boarding refers to the mechanism whereby new employees acquire the necessary knowledge, skills and behavior to become insiders within the organization. In this trajectory, attention is paid to the practical issues through which an employee can do his work: an access pass, a computer with an account for the required systems, a telephone and business cards.
Talent management
But on boarding also mainly concerns the company culture, the vision and mission of the organization, cooperation with colleagues and talent management. Properly applied talent management ensures the complete integration of new employees in the organization. The goal is not only to make sure that the employee feels at home in the organization as quickly as possible and is therefore faster productive, but also to ensure that employees leave less quickly. The principle of on-boarding can also be applied to employees who change positions or workplaces within the organization.
The four C’s of on-boarding
The principle of on-boarding can be divided into four Cs, with sometimes a fifth added to it.
The four C’s are:
- Compliance – What are the basic rules that everyone should adhere to? These are the legal rules, but also the company regulations in the area of sickness reporting, manners and anti-bullying policy, safety rules and confidentiality.
- Clarification – What is the role of the new employee? What is expected of him or her? Which personal goals should he achieve? And what can he or she expect from the organization?
- Culture – New employees must be submerged in the corporate culture from day one. Everyone must be familiar with the mission, vision and values of the organization.
- Connection – Every organization knows its groups, subgroups and networks. Ensure that new employees know and are familiar with the social structure of the organization.
- The fifth C that some HR professionals add to this list is the C from Check back, asking for a response to the introduction and the subsequent impact period. According to this principle, managers have to make a point of asking after 30 days, after sixty days and after three months, how the new employee works.
Team sessions to get more out of a team, for this the use of ‘Insights Discovery’ is an ideal tool.
In short, we have a wide range of tools that can be used at both individual and group level to get more out of individuals and teams.