In France, the term pre-onboarding is gradually taking its place in the field of human resources. According to the investigation conducted by TalentSin, 28% of workers who did not have a pre-onboarding process say they accepted a job offer and then backed out before they started working. In addition, 22% of them leave their job within the first 45 days of work.
On the contrary, an employee who would go through a pre-onboarding process, and who would be accompanied throughout this period, would then have 58% more likely to stay within society because its integration will have been effective during the transition period.
But what exactly is it about? And how do you implement it in your business? Beedeez has answered the question for you!
The complete guide to understanding pre-onboarding
What is pre-onboarding?
Recently, the concept of pre-onboarding is increasingly being addressed by human resources professionals. For good reason, this process which refers to 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.
Prerequisite to Onboarding, this pre-onboarding 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 to 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-onboarding is to allow your new employee to take up their duties more quickly when they arrive.
Why is pre-onboarding essential?
Pre-onboarding prepares new employees to integrate quickly and effectively into their new work environment, even before arriving at the company.
En reducing uncertainty and facilitating adaptation, pre-onboarding will help you:
- Reduce the turnover of your teams.
- Improve the satisfaction of your (future) employees.
- Create a strong bond with your new collaborators.
Today's businesses are increasingly recognizing the importance of this preparatory phase to ensure a smooth transition and successful integration.
Pre-onboarding, onboarding, offboarding... What are the differences?
It is essential to distinguish between pre-onboarding Of theOnboarding or even of theOffboarding.
Pre-onboarding focuses on the period before the first day of work, while onboarding covers the full integration of the new employee during the first few weeks or months.
Offboarding, on the other hand, concerns the process of leaving employees leaving the company. Each phase is essential to successfully manage the employee lifecycle and ensure a positive experience at all stages of their development in the company.
What are the challenges of pre-onboarding in a company?
Pre-onboarding: the impact on employee retention
Pre-boarding is a period during which a company must prevent the risk of abandoning the new recruit, but also allow him to feel integrated as soon as he arrives in the company.
If this phase is not properly managed by the company, the candidate may experience turnarounds and doubts about his new position and his new work environment.
It is in fact likely to:
- Renegotiate the contract with your employer
- Keep looking for a more interesting proposal
- Abandon his new position.
In short, pre-boarding is not an option: it's an absolute necessity!
Ghosting, and how pre-onboarding can reduce this phenomenon
The phenomenon of ghosting, where Candidates disappear without giving any news, has become commonplace in recruitment. The good news is that pre-onboarding can help reduce this phenomenon!
How? By now constant communication and by creating a strong bond with new employees as soon as the offer is accepted.
Setting clear expectations and actively engaging candidates greatly minimizes the risk of ghosting (and reduces the cost of recruiting businesses!).
Some effective pre-onboarding strategies for SMEs
Communicate effectively as soon as the offer is accepted
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.
Sending welcome emails and/or text messages is a simple but effective practice for maintaining contact with the new employee. These messages should be personalized and include important information about the company, the first few days of work, and useful resources. A warm and welcoming tone will help strengthen the bond with the newcomer and reduce their apprehension!
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 mobile learning solution, the new recruit can have access to these training courses before arriving at the company. This allows both to Put the collaborator in confidence, but also to engage and include it.
Facilitate professional immersion before the first day
During pre-boarding, no voids should be left between the candidate and the company because the latter 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 more thoughtful and the new employee will gradually feel connected to their new workplace.
Anticipate the meeting with other collaborators
Above all, the team must absolutely be informed of the arrival of the new collaborator, in order to be able to ensure a good welcome. It is also important to increase formal and informal exchanges between the new recruit and the rest of the team prior to taking up a position.
Inclusion and team cohesion will thus take place over a longer period of time, and the new employee will be able to perform better from the start of his job. A climate of trust must absolutely be established beforehand through virtual cafes, afterworks or regular exchanges with the future manager. This step will also allow you to create and solder. The future learning community.
Organize corporate events for better integration
Corporate events (virtual or physical) are good opportunities to integrate new employees. These events allow new hires to meet colleagues, understand company culture, and start building strong professional relationships.
For example, you can organize welcome sessions online, webinars upon corporate culture, or virtual coffees to encourage interactions between new employees and future colleagues. These initiatives make it possible to create a positive dynamic and to quickly integrate new members into the team!
How to optimize pre-onboarding in your company?
Create a digital integration platform
Creating a digital pre-onboarding platform can greatly improve the pre-onboarding experience. This platform can centralize all the necessary information (paperwork, online training, and business resources). By providing quick and easy access to this information, new employees can effectively prepare for their first day at the company.
You can also include training videos, guides on internal procedures, and information on teams and projects. Make sure that the tool you choose allows the management of different content formats and that it is easy to use!
Sharing a personalized Welcome Pack
A personalized “welcome pack” can make a big difference in welcoming your new employees. This pack may include physical items like goodies, the equipment needed for the job, and information documents about the company.
Receiving a well-thought-out welcome pack with personalized items can make joining a new company more enjoyable and memorable. These thoughtful actions help create a positive first impression and strengthen the engagement of new employees.
The role of technology in pre-onboarding
Digital platforms and tools for a good pre-onboarding
Solutions like talent management platforms, online training applications (such as Beedeez), or internal communication tools can facilitate the coordination and integration of new employees. By using these technologies, businesses can provide a smooth and consistent pre-onboarding experience.
Customizing the integration journey through technology
Pre-onboarding technology and tools now make it possible to personalize the pre-onboarding experience to the specific needs of each employee.
Digital platforms can offer personalized integration paths, with adapted training modules to the skills and expectations of newcomers. The effectiveness of pre-onboarding is improved by this personalized approach. Result? A faster and more effective integration for new talent!
Pre-onboarding is an essential tool for the successful recruitment and integration of new employees. By implementing effective strategies and using the right technology tools, businesses can improve talent retention and ensure smooth onboarding.
However, it is essential to continuously assess and adapt pre-onboarding strategies to meet the evolving needs of employees and the business. By listening to feedback and adjusting practices accordingly, businesses can maintain an efficient and effective pre-onboarding process.
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