Estimated reading time: 3 minutes
Regardless of what’s happening in the job market, organizations should be still focused on hiring, engaging, and retaining the best talent. With the emphasis on retention. No organization wants to spend valuable resources hiring talent only to have them leave within weeks or months after their start.
While it’s an older study, I do find this statistic from Korn Ferry to still be applicable today – 98% of executives said that onboarding programs are a key factor in employee retention efforts. It only seems logical if an employee starts their employment off well that will set them up for success with the organization. And success can translate into retention.
This is where preboarding comes in. It’s probably safe to say that most organizations conduct orientation and some form of onboarding. Preboarding is that period between when a candidate has accepted the job but hasn’t started yet. It’s not long – maybe just a couple of weeks. But this time can be valuable in building positive work relationships and setting new hires up for success. Here are five components to consider in creating a preboarding experience.
- Establish the purpose. Since preboarding time is limited, organizations should be intentional in what they are trying to accomplish. Onboarding programs in general are designed to welcome new hires and help them to become productive. Preboarding activities should align with the goal of the program. Everything does not have to be in a preboarding program.
- Develop a communications plan. Once the candidate accepts the job offer, organizations should let them know that they will be sending some communications over the span of a couple of weeks. Let candidates know that the communications are designed to make their transition to their new role successful.
- Create excitement. One of the most exciting aspects of joining a new company is getting to meet the new team. Preboarding activities should create some excitement by including welcomes – maybe a video from the CEO, a card or email from co-workers, and a quick check-in from the hiring manager.
- Inform. Don’t overwhelm. Candidates have a lot going on during the preboarding time frame. They could be trying to wrap up projects at their soon-to-be former employer and they’re getting ready for their new role. Preboarding activities should be easy to consume like watching a quick video, reading an FAQ, or completing a form.
- Set expectations. New employees want to know when certain activities will happen such as getting paid, signing up for benefits, etc. Use preboarding as a way to set expectations with employees regarding those activities – especially if they don’t happen on the first day. Telling employees when to expect things says that the organization hasn’t forgotten about them.
The good news is today’s technology solutions are well-equipped to help organizations facilitate preboarding activities. It could be a video call or automated series of emails from an onboarding software solution.
Preboarding is a great activity to stay engaged with candidates before they become employees. Think of preboarding as a “bridge” between the candidate experience and the employee experience. It can also serve as a way to reduce incidents of “ghosting”, where candidates disengage with the organization. Unfortunately, sometimes organizations don’t find out that they’ve been ghosted until it’s too late.
Preboarding is a small part of the overall onboarding experience. But when designed thoughtfully, preboarding can provide a big impact to help new employees feel welcome and engaged.
Image captured by Sharlyn Lauby while exploring the streets of Nashville, TN
