Do you know the concept of preboarding? Discover its importance
5 de July, 2024
It’s not always easy to start work in a new company and with a new team. It’s very important that professionals feel prepared and supported when taking on a new challenge.
Contrary to what you might think, the onboarding of an employee in an organization begins even before their first day at work. The period preceding the entry of the newly hired employee is called preboarding and several studies have shown that it is a crucial stage in promoting subsequent talent retention.
But what is preboarding really? What are the benefits of a robust preboarding process? Find out with us.
What is preboarding?
Preboarding refers to the welcoming and follow-up process that companies carry out after a candidate accepts a job offer and until their first day at work.
It’s a decisive stage in the employee’s journey, which involves not only bureaucratic, administrative and logistical aspects, but which should also serve as a way for companies to encourage involvement and integration into the organizational culture from an early age.
The period between the candidate’s acceptance of the offer and their first day of work can be considerable – for example, if they have to give notice to their current employer – so it is crucial that professionals feel supported during this transition process.
Why is preboarding important?
There is a direct relationship between preboarding and a positive employee experience. Even so, 64% of professionals claim not to have undergone any preboarding process (Talentech, 2021).
A solid preboarding process allows the employee to feel accompanied and informed, but it also helps to generate enthusiasm around this new challenge and helps to promote a sense of belonging in this still preliminary phase.
Since first impressions count, and tend to last and shape the opinion of professionals, it is very important that organizations demonstrate proximity, organization and availability from the outset.
Steps to a solid preboarding process
1 – Send welcome communications
It sounds simple, but not all companies do it. Sending a welcome email will make professionals feel welcomed, valued and excited about starting work.
Use this email to share relevant information and to show that the team is looking forward to the new colleague.
2 – Share the onboarding plan
Most people prefer to know what they can expect during their first days at a new company. Create an agenda with a brief explanation of the planned integration moments, also indicating the people involved in each one.
With this planning, newly hired people will feel more situated and prepared.
3 – Start doing the paperwork
Preboarding is the ideal time to prepare all the documentation for a new employee. During this period, you can request the necessary information to be included in contracts, insurances, etc.
4 – Prepare the workplace and its equipment
Anticipating the arrival of a new employee also involves practical aspects such as the desk they will sit at or the computer they will use, for example. And all this must be taken care of before the first day of work.
Make a list of needs by department or function so that these procedures are in place every time a new employee joins.
5 – Inform the teams that a new person is coming in
Leaders are unlikely to forget to inform their teams that they will be getting a new colleague. However, as HR manager, you can always provide some guidelines on how they can do this.
It’s important to clarify what this new employee’s responsibilities will be and what projects he or she is expected to be involved in.
6 – Make yourself available
One of the main objectives that companies should address during preboarding is employee engagement.
Encouraging enthusiasm and developing a sense of belonging can only happen through communication that demonstrates that you are available to answer any doubts or questions.
Preboarding tends to be overshadowed by onboarding, but the truth is that both phases can have a very significant influence on professionals’ perceptions of the company.