{"id":18070,"date":"2022-07-01T09:14:21","date_gmt":"2022-07-01T06:14:21","guid":{"rendered":"https:\/\/www.talentlms.com\/blog\/?p=18070"},"modified":"2025-09-17T14:18:59","modified_gmt":"2025-09-17T11:18:59","slug":"set-right-expectations-for-new-hires-employee-preboarding","status":"publish","type":"post","link":"https:\/\/www.talentlms.com\/blog\/set-right-expectations-for-new-hires-employee-preboarding\/","title":{"rendered":"Set the right expectations for your new hires during preboarding"},"content":{"rendered":"

First impressions of your company create the foundation for employees\u2019 work experience and engagement. You should be helping shape those impressions from the first interview to the first day<\/strong> on the job.<\/p>\n

You probably already think about how to engage your employees from day one. You work to boost your employer brand<\/strong> by delivering a stellar candidate experience when you interview potential employees. And once they\u2019re hired, you focus on offering great onboarding so they feel at home and have the information they need to get started. But often, employers overlook a crucial step in the middle: employee preboarding.<\/p>\n

This phase comes between the job offer and formal onboarding and is a great opportunity for you to build enthusiasm and help employees start out strong.<\/strong><\/p>\n

So, what exactly is preboarding, and how is it different from onboarding? In this article, we\u2019ll discuss why employee preboarding matters<\/a><\/strong> and share tips for how to set your new hires up for success with a well-planned process.<\/p>\n

What is preboarding?<\/h2>\n

Let\u2019s take a look at a typical hiring process. Picture a software development company that has just found the perfect candidate for an engineering position. They conducted interviews, checked all their references, and sent an offer. The candidate signs on and is scheduled to start in three weeks.<\/p>\n

The onboarding process typically begins on their first day at work. But what about those three weeks in the meantime? That time in between signing and showing up is where preboarding fits into the process.<\/strong><\/p>\n

Many companies have a grace period between the hire date and the start date, and a lot can happen in those interim weeks. Rather than leaving a new hire to stew and wonder what comes next, companies can use preboarding to introduce the employee to the company<\/strong> and take care of necessary paperwork.<\/p>\n

Preboarding vs. onboarding<\/h2>\n

The difference between preboarding and onboarding may seem small. After all, they\u2019re both about helping your new hires go from being successful candidates to successful employees. But the two processes play different roles and the terms shouldn\u2019t be used interchangeably.<\/strong><\/p>\n

Onboarding starts when an employee shows up for the first day of work and focuses on helping them succeed in their new role.<\/p>\n

It can take months for a new employee to reach full productivity when they first start a job. The role of onboarding is to get them familiar with the company and its culture, as well as with their specific job and responsibilities so they can start being productive the soonest possible.<\/strong><\/p>\n

This can get more challenging if onboarding is remote<\/a><\/strong>, so making sure to grab your new hires’ attention from the beginning is essential.<\/p>\n

Preboarding, on the other hand, fills the gap between hiring and showing up to work. It\u2019s all about helping employees feel engaged,<\/strong> welcome, and excited about their new role. It\u2019s also a great chance to get some essential admin out of the way so they can hit the ground running when they finally do start work.<\/p>\n

Why employee preboarding matters<\/h2>\n

Bridging the gap between the hire date and start date helps keep candidates energized about their job,<\/strong> and that\u2019s good news for their overall experience and for your company\u2019s bottom line.<\/p>\n

Employee turnover is expensive. Data shows that employees who have a great experience when joining a company are 69% more likely<\/a> to stay with that company over the next three years.<\/p>\n

If people are left with no contact after they\u2019re hired but before they\u2019re actually on the payroll, their energy can wane. In fact, 65% of employers<\/a> say they\u2019ve had employees accept an offer and then never show up to work.<\/p>\n

Preboarding is a chance for you to help your new hires feel welcome<\/strong> and start engaging immediately with their new workplace. This can be especially important with remote or hybrid workers, who may feel isolated in their jobs even after they start.<\/p>\n

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How to build a successful preboarding process<\/h2>\n

A good preboarding process helps people ease into the job.<\/strong> Just as you wouldn\u2019t leave them without direction during onboarding in their first few days in the office, you shouldn\u2019t leave them wondering what happens next after they\u2019ve committed to joining your team.<\/p>\n

Employee preboarding should focus on building engagement first. It should be a personal welcome to the new employee and help them start integrating into your company before day one. Below are three stages your preboarding process should include<\/strong> as well as some best practices for each stage.<\/p>\n

1. Formal welcome<\/h3>\n

Your new hire knows they got the job. Make sure they know you\u2019re excited about it, too. Here\u2019s how.<\/p>\n