Pre-Boarding: In France, the term pre-boarding is gradually taking its place in the field of human resources. According to the survey conducted by TalentSin, 28% of workers who did not have a pre-boarding process say they accepted a job offer, only to back out before their start date. In addition, 22% of them leave their jobs within the first 45 days of work.
On the contrary, an employee who would go through a pre-boarding process, and who would be supported throughout this period, would then have 58% more likely to stay in the company because its integration will have been effective during the transition period.
Pre-Boarding: what is it?
Definition
Recently, the concept of pre-boarding is increasingly being addressed by human resources professionals. For good reason, this process which designates the transition period between the signing of the contract and the arrival of the new employee at the company, represents a period of doubts and stress that sometimes deters candidates from staying in this position.
Prior toOnboarding, this pre-boarding period, which defines the future of the relationship between the company and the new employee, is a sensitive period where it is important to communicate and give visibility to the latter on his first steps within the team. It is thanks to this period that the organization will be able to integrate it. Through several important steps, human resources professionals will be able to reassure new hires who fear their arrival by providing them with the necessary information.
The objective of pre-boarding is to allow your new employee to take up their duties more quickly upon arrival.
Pre-boarding against the risks of poor integration
As mentioned above, pre-boarding is a period during which a company must prevent the risk of abandoning the new recruit, but also allow him to feel integrate as soon as he joined the company. This transition, which is sometimes quite long, can encourage turnarounds and doubts about your new position and your new work environment.
The recruit is in fact likely to:
- renegotiate the contract with the employer;
- feeling free to continue looking for a more interesting proposal;
- abandon his new position.
3 steps to success
In order to Successful onboarding of its new collaborators, the pre-boarding process is very important for the employee as well as for the company. It requires the following of several steps in order to carry out this process successfully:
- Communicating to secure recruitment
In order to avoid any risk of turnover and job abandonment from the first days, it is important to devote yourself to the pre-boarding phase of the newcomer and to establish regular communication from the first days after signing. It is also important not to forget to share access to training tools with him, and encourage him to take the first steps with training on corporate culture, teams etc. With a solution of Mobile learning, the new recruit can have access to these training courses before joining the company. This makes it possible both to put the collaborator in confidence, but also to engage and include him.
- Inform him of his role within the organization
During pre-boarding, no gap should be left between the candidate and the company as this can give way to uncertainty. All information on the functions and impact of the newcomer within the company must be transmitted as and when, as well as all the digital access that the newcomer will need. The adaptation process will then be smoother and pre-thought out and the new employee will gradually feel connected to their new workplace, while ensuring the quality of life at work that he will receive.
- Give priority to moments of discussion with the team before their arrival
Above all, the team must be informed of the arrival of the new collaborator, in order to be able to ensure the welcome of the new employee. It is also important to increase formal and informal exchanges between the new recruit and the latter's future team. Inclusion and team cohesion will thus take place over a longer period of time, and talent will be able to perform better from the start of taking office thanks to pre-boarding. A climate of trust must absolutely be established beforehand through virtual cafes, afterworks or regular exchanges with the future manager.
This step will also make it possible to create and solder the future learning community.
