Preboarding
Preboarding, or pre-boarding, refers to the process from when a candidate accepts the employment offer by signing the contract and their first day at work. The process is relatively new in the HR process and takes place before the onboarding process, however, has the same purpose as onboarding, namely, wishes a strong integration of the new employees.
Preboarding in HR Management[edit]
Preboarding within HR Managementis not just about completing a checklist for the new hire. The goal with prober preboarding is to ensure that the new employee feels welcomed and introduce them to the team and the culture. Thereby, a company ensures that the new hire is up to speed and excited when they come in for day one[1]. Examples of the preboarding process can include e.g. asking the new hire to complete important forms, basic knowledge, supporting resources, and ensure cultural integration. Furthermore, it can include less formal tasks such as sending out a company-wide introductory email which the current employees can respond with a personalized welcome and thereby, the new hire can quickly build a relationship with his/her new coworkers right away. [2]
Implementation[edit]
A great preboarding process has many benefits for both the new hires as well as the company. These preboarding benefits include positive employee referral (WOM), quicker retention, and lower hire costs. Furthermore, right now four percent of new hires leave after a disastrous first day and 45 percent leave after only six months. Hence, a successful preboarding process can help mitigate the common reasons a new employee would leave. Moreover, a successful pre- and onboarding process can lower the acceleration of time to perform and increase retention rate.[3] Finally, companies which utilize either a pre- or onboarding process should also consider to include an employee offboarding process to ensure that the employee gets the best possible send off.
The preboarding process can be done manually or technological. With companies' increasing interest in a great pre, on and offboarding process, the demand for such HR technological management tools is rising.
References[edit]
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