Preboarding
What is preboarding?
Preboarding is a process that takes place after the candidate accepts the offer and before the first day of work. Its goal is to prepare the future employee to enter the organization, learn the basic information and smoothly transition to new responsibilities. It should not be confused with preboarding, which involves contact with the candidate before accepting the offer, while preboarding begins only after it has been accepted.
Preboarding is practical. It includes sending documents, providing key information, preparing the workplace, work equipment and access to systems. Thanks to this, the first day of work is less chaotic, and the new person understands the realities of work, the rules of cooperation and the organizational structure of the company faster.
Why is it worth implementing preboarding?
Preboarding is crucial during the waiting period between signing a contract and starting a new job. If the company keeps in touch with the future employee, sends a welcome message and provides practical information, it reduces uncertainty and strengthens their engagement.
Effective preboarding also affects the candidate experience and helps build positive experiences. When the organization guides a new person through the next steps, the employee feels that their presence is planned. This helps to feel part of the team faster and facilitates the subsequent onboarding process.
Preboarding and onboarding
Preboarding begins after accepting an offer and is about specific preparation for work. At this stage, the candidate receives basic information, learns the next steps, and knows what to expect on the first days of work. Onboarding starts from day one and involves the employee’s full onboarding of responsibilities, team, and processes.
The main goal of preboarding is to reduce stress, build engagement and reduce the risk of resignation before the start. Onboarding, on the other hand, focuses on learning about company processes, position, organizational culture and everyday work in a new environment.
Key elements of the preboarding process
Preboarding activities should organize what the new person needs to know before the first day of work. It is important to send the necessary documents, the schedule of the first day, information about the meeting place, start time, dress code, work rules and organizational structures.
On the company’s side, it is important to prepare the workstation, hand over the work equipment or configure it in advance, prepare access to systems, email account and tools. If work clothes are required, they should also be ready before the work actually begins.
Training materials, e-learning training, information about company policy, company values and basic procedures are a good complement. Such preparation does not replace onboarding, but makes it possible for the proper implementation to move faster to tasks, first relationships and employee development.
Communication and Engagement Building
Effective preboarding is based on clear communication. Regular contact from the HR team, supervisor, or buddy helps explain your organization’s first day plan, expectations, and how it operates. It’s also the first contact with organizational culture in practice.
Building engagement begins even before you start working. A welcome message, a team introduction, an online meeting, or a welcome pack with company gadgets show that the organization is waiting for an employee. It’s a great opportunity to reduce stress and make it easier to get started.
Benefits of preboarding and common mistakes
The benefits of preboarding apply to the employee and the employer. The employee understands the realities of work faster, feels calmer and finds it easier to find their way around the organization. The employer reduces chaos, the risk of resignation before the start and turnover in the first months of employment. High turnover can mean that new employees felt uninformed.
The most common mistake is the lack of contact after the recruitment process is completed. Problems are also caused by an unprepared workplace, lack of work equipment, delayed access, lack of training materials and chaotic transfer of information. It is worth checking the effectiveness of the process with a post-start survey to better match the employee’s needs.
Preboarding a employer branding
Planned preboarding affects how an employee evaluates the company even before the first day of work. Consistent communication, team preparation and real support strengthen the candidate experience, human resource management and the culture of the organization. This is an important element of employer branding, because the first experiences translate into trust, commitment and a sense of security in the new job.
