The Importance of Pre-boarding

Kelly Carmody, Field Marketing Manager
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According to the 2017 Strategic Onboarding Survey by HR Daily Advisor and SilkRoad, 45% of respondents engage in onboarding activities before a new employee reports to work.

The current talent economy will continue to be less about employees competing for jobs and more about organizations competing for the right caliber of talent. Organizations spend a lot of time and money attracting right-fit candidates and stand to lose much more in lost productivity if a candidate doesn’t show up on the first day or a new hire quits within the first three months.

Relying on a one-day HR orientation, a series of unrelated tasks, and a folder of forms won’t protect your recruitment investment, but a strategic onboarding process that’s communicative, inclusive, and exciting can make a measurable impact on the new hire and the organization.

That strategy should include pre-boarding which starts at offer acceptance and lasts until the new hire’s first day. It should build momentum with regular check-ins, collaboration with team introductions and meeting invitations, assimilation and connection to the culture, and enablement to allow the new hire to learn about their new role and its impact on the organization.

Benefits of pre-boarding: 

  • Reduce number of no-shows or quick quits– the candidate-to-new hire experience is an opportunity to set a precedent for how the new hire can expect to contribute to the organization and navigate within it.
  • Better Time to Productivity – pre-boarding activities enable the new hire to spend their first day working with their team and manager instead of working on benefits enrollment and forms.
  • Assimilate to Culture – culture videos, phone calls, and starter packets or packages help to welcome the employee and highlight the organization’s culture.
  • Maintain excitement & reduce fear and anxiety – a continuous candidate-to-new hire experience helps them to feel needed and valued. Fostering engagement and enculturation around offer acceptance puts downward pressure on any fear or anxiety they may have about their decision.
  • Increase the number of employee referrals – new hires with a strong bond to the organization’s culture and mission are much more likely to be invested in the employer brand which directly correlates with their willingness to promote their experience.

For more insights about strategic onboarding, download 2017 Strategic Onboarding Survey: How to Activate New Employees by HR Daily Advisor and SilkRoad.  

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