For organisations · intake & onboarding
Know from day one where someone’s strength lies
The first months decide whether someone stays. Yet a manager usually starts blank: they know what was on the CV, but not how this person works.
Sound familiar?
Where it usually gets stuck
The first months are guesswork
Both the new employee and the manager are feeling out how the other works.
Early departure
Whoever feels out of place in the first months often leaves within the year.
Onboarding on tasks, not on people
The induction programme covers systems and processes, rarely how people work together.
What it delivers
What the me.scan adds here
- The right conversation straight away
The manager knows the profile before the first working day begins.
- Tasks that fit
Give the first assignments where the talent lies. That builds confidence.
- Aime as guide
Continuous support in the first months, without anyone having to free up time for it every week.
From the report · Natural strength
The preferences someone naturally works from, with the competency attached to each.
In brief
What this means in practice
Profile already available
The scan is taken before the first working day, so the conversation can be substantive from the start.
Up to speed within weeks
Tasks that build on natural talent need less run-up time.
Less early departure
Whoever feels seen from the start is less likely to drop out.
Next step
See what this means for your organisation
In an introduction we’ll show you how this works with the profiles of your own people – aggregated, never traceable to individuals.
