Getting started & training
Software only shows its value once everyone uses it willingly. That is why training is part of the product at flynne: per role, in four languages.
HR assessment teams & key users
flynne onboarding & train-the-trainer
Your team learns flynne from the ground up, and your key users pass the knowledge on internally. Workshop format, remote or on site.
Recruiters, psychologists, event staff
Role webinars
Compact introductions per role: registering candidates, maintaining availability, looking after events. Ready to work in 60 minutes.
Managers & specialist assessors
Assessor briefing
Preparation for acting as an assessor: the role, the workflow, self-booking and documentation in flynne.
We agree dates and formats individually; just talk to us.
Who is trained when
The timing matters more than the content: anyone trained four weeks before their first use has forgotten it by then.
Before the setup
One session with the people responsible for the procedure: the head of assessment, the coordination team, often IT. Not for clicking around, but to map your own procedures into the system: types of procedure, roles, qualification requirements, access periods. What is decided here ends up in the configuration.
Key users first
Two or three sessions for the people who use flynne every day. They learn not only the interface but the planning: how a procedure grows out of a template, how conflicts are read, what to do when someone drops out. After that they can pass it on internally, which is the most effective part, because colleagues prefer to ask somebody they know.
Roles shortly before the first use
Recruiters, psychologists and assessors each need one compact introduction, close to the first real procedure. Four weeks beforehand is wasted: by the time they use it, everyone has forgotten. A week beforehand it sticks.
After the first day of procedures
A review as soon as a procedure has run once. That is where the questions come that nobody could ask before, and where missing master data shows up. Most projects skip this session and hold it three months later as troubleshooting instead.
What happens in the sessions
Because “onboarding” means everything and nothing.
Setting up a procedure
Turning one of your own assessment days into a template: stages, durations, rooms, roles, the qualifications required, documents per step. Anyone who has built that once plans the second assessment day in minutes rather than hours.
Reading the scheduling
What a suggestion means, how to recognise a conflict, which alternatives exist. This is the part that decides whether someone trusts the system or keeps a list of their own alongside it.
Handling disruptions
Somebody drops out, a cancellation arrives, a room disappears, a candidate does not turn up. We work through these cases in the system, not on slides. Every one of them will happen, and the first time nobody should have to search.
Documenting during the procedure
Judgements are recorded during the procedure, not in a word processor in the evening. For many assessors that is the real change, and it is where the evidence hangs on which every later review relies.
Reporting and analysis
For management and controlling: where procedures pile up, what the throughput times are, what a procedure costs, how the rates look by gender and region. These reports are the reason why maintaining master data pays off.
System training is not professional assessment education
What we train
How to work with the procedure in the system: planning, staffing, running it, documenting, reporting. Plus the role in the workflow: what an assessor does, when they see what, and how they record what they observed.
What we do not train
Aptitude diagnostics. Behavioural observation, rating errors, requirement analysis, test theory: that is professional education, not a software briefing. Anyone who needs it gets it from a university, an association or a DIN 33430 certification, not in a role webinar from us.
Why we separate the two
Because confusing them is expensive: an organisation that believes its assessors are trained because they had a system session has a gap in the quality of its procedures, and only notices when somebody challenges a judgement.
Where we refer you on
Where diagnostic qualification is missing, we say so and point you further. In our network of consulting partners there are people who offer exactly that, with the training it requires.
Common questions
How many sessions does an implementation need?
Two or three for the key users, plus one compact session per role and a review after the first procedure. With several sites, more role sessions are added rather than more key user sessions: passing knowledge on internally works better than a session from us at every site.
Remote or on site?
Both, and it makes a difference: role introductions work well remotely because they are short and concrete. The first session with the head of assessment and the review after the first day of procedures are considerably better on site; they are about decisions and about things you do not see on a screen.
What happens when staff change?
That is what the train-the-trainer part is for: your key users can bring new colleagues up to speed themselves, with the materials from the training. For larger changes or a new site we run another role session. An organisation that has to wait for us with every new recruiter was badly implemented by us.
Are the sessions available in English?
Yes. The product, the documentation and the training are available in German, English, French and Spanish. In international programmes the people involved are rarely all German speakers, and an assessor who does not understand the interface documents less well.
What do the sessions cost?
The scope for the implementation is set out in the offer, because it depends on the number of sites and roles. What we do not do is cost an implementation so tightly that the review is dropped: exactly the session that saves troubleshooting later.
Ready for assessment days that simply run?
Tell us briefly how you run assessments today. In 30 minutes we will show you how flynne helps.
We reply within one working day.