Onboarding Diagnostic & Performance

Measure the real return on a hire

DP [On]™ does not measure whether an HR process is compliant. It measures a business outcome: the organisation's ability to turn a hire into a stable, performing and lasting contributor beyond the first twelve months. The diagnostic relies on the HR data available within the organisation (French regulatory reference), without questionnaires or self-reported pulse surveys.

Quantify hidden productivity losses

Probation exits, resignations before 12 months, repeated replacements and roles that never reach full operating effectiveness are not just HR incidents. They are productivity loss, management time, operational discontinuity and internal confidence at risk. Used alone or with the IBET, DP [On]™ helps quantify these hidden costs and identify where the organisation is losing value.

Connect onboarding, management and working practices

A failed integration is not always the consequence of a poor hire or an incomplete induction process. It can reveal an unclear mandate, an unrealistic workload, contradictory expectations, an absent sponsor, insufficient or unclear feedback, an overloaded team or managerial decisions that have been deferred or left unmade. The advisory phase that follows the diagnostic translates these findings into concrete managerial and organisational actions: management routines, setting clear expectations, conditions for an effective start, sponsor role and clear accountability across HR, line management and executive leadership.

Correct before hiring again

DP [On]™ informs leadership decisions: where the company loses value, why some hires do not take hold, and which conditions need to be addressed before launching another executive search. In an executive search assignment, this analysis can help clarify what a predecessor's departure or failed integration reveals about the context, then adjust the mandate, onboarding conditions and risk flags for the next appointment.