In the industrial sector, recruiting and integrating technical profiles is a challenge. Between skills shortages, security requirements and the need for rapid skills development, businesses are looking for solutions to transform their onboarding approach. Feedback on the experience of Monteiro, which succeeded in optimizing the integration of 200 employees per year in a context of high technical requirements.
An industrial group specializing in cutting-edge technical jobs - welding, piping, industrial maintenance - Monteiro faces a major challenge: massively recruiting and integrating profiles in high-pressure jobs. With 200 new employees to be onboarded each year in positions as varied as welder, pipe fitter or project manager, calculation engineer, designer, the company had to completely rethink its approach.
To structure this transformation, Monteiro created internally “L'École des Métiers”, a genuine institution dedicated to training within the group. This initiative is part of a phase of profound transformation, in a context of workforce growth and strategic reorganization.
Onboarding at Monteiro crystallized several issues typical of growing industrial companies:
HR teams spent a considerable amount of time on administrative tasks: preparing welcome packages, individual reminders, monitoring courses.
Onboarding required respecting the specificities of each technical profession. Since a welder does not have the same needs as a pipe fitter, safety requirements vary according to the intervention environments.
The objective was therefore ambitious: to divide the integration time by 4 while guaranteeing educational quality and business differentiation.
Faced with these challenges, Monteiro studied several solutions before choosing Didask.
The deciding factor? Educational methods integrated with a powerful design AI based on cognitive science.
“We were looking for a solution that not only digitized our existing content, but that fundamentally redesigned apprenticeship,” explains the École des Métiers team.
“Didask's cognitive science approach convinced us: it allows us to create courses that are really useful to learners.”
This differentiating educational approach was crucial for jobs where mistakes have significant consequences in terms of safety and quality.
The deployment of the solution was organized around a clear methodology:
Phase 1: Establishment of the common base
Identification of knowledge that is transversal to all professions: corporate culture, basic security, quality processes and digital tools.
Phase 2: Integration of business specificities
Variation by family of professions with technical references: business actions, specific regulations, dedicated equipment and intervention environments.
This collaborative approach mobilized HR managers and business leaders in each specialty, creating a real transversal dynamic within the company.
The result: 10 digital courses created, making it possible to cover all onboarding needs while maintaining the technical wealth of each profession.
Monteiro has extended his approach beyond onboarding. The first continuing education courses were deployed in various themes such as:
This extended deployment confirms that the digital transformation of training at Monteiro was only the first step in a broader process of continuous skills development.
Less than a year after the launch, the numbers speak for themselves:
Beyond the direct results on the learners, the project generated remarkable positive externalities:
Reliability of the integration process
The automation of administration and the centralization of content allowed the reliability of the process.
Improving the employer image
The digitalization of onboarding gives a dynamic and modern image of the company
Strengthened compliance
Automatic traceability and certification of routes facilitate customer audits.
Management buy-in
The CODIR was particularly receptive to the results, paving the way for new digital training projects.
An aspect particularly appreciated by the Monteiro teams: Didask's educational AI, which goes beyond the simple creation of content. This technology encodes the teaching method itself, offering in particular realistic scenarios adapted to business contexts.
“This approach allows us to quickly create learning situations that really stick to the field”, underlines the team.
“Our learners recognize themselves in the practical cases, which reinforces the effectiveness of the training.”
Monteiro's success is based on several key factors:
A clear vision of the challenges
Starting from the real challenges in the field beyond simply digitizing what already exists.
A collaborative approach
Involve business leaders and HR teams in the design from the start.
The choice of a differentiating pedagogy
Focus on learning efficiency rather than the simple provision of content.
Monteiro's experience shows that it is possible to reconcile industrialization and educational quality, even in complex technical jobs. By relying on a rigorous pedagogical approach and adapted tools, the company transformed an operational challenge into a competitive advantage, creating the conditions for a continuous and differentiating increase in skills.
Make an appointment directly with our e-Learning experts for a demo or simply more information.
