Pre-boarding is the new onboarding. Or actually, it’s an extra step to make the candidate experience better. Pre-boarding is all about starting the process before the first day of working. In the pre-boarding process the new colleague can get to know the company already, so they don’t get overloaded with information on their first day.
Pre-boarding it is an extra step to make the candidate experience better.
This has a very high impact on the candidate experience and can be great tool for retention rates. Global leader in recruitment software SmartRecruiters explained the benefits of pre-boarding at Onboard Week 2020.
Pre-boarding is beneficial for the candidate journey, but also for the internal company. It can help retaining your talent, which is one of the most important aspects of any business. You always have to keep in mind that there are a lot of stakeholders involved and it’s important to look at the perspective of all of them. So there are two main points to keep in mind:
- How does it affect the candidate journey?
- How does it affect the internal company?
Pre-boarding can help retaining your talent, which is one of the most important aspects of any business.
To find out what the benefits of pre-boarding are, its crucial to connect the Talent Acquisition benefits to the business outcomes. The first benefit for Talent Acquisition is: you don’t lose your candidate. Secondly, it optimises the candidate experience. And thirdly, it’s great for automation and speed. Now it’s key to connect the TA benefits to the business outcomes.
#1. Higher velocity
Losing a candidate is something you do not want as a company. Positions who are not filled cost money and time. A better connection to the company from the first encounter can prevent that. Hypercare is a great way to achieve that. Resigning from your previous job is not easy.
Hypercare is a great way to achieve a connection to the company from the first encounter.
Be aware of the emotional process of the candidate. Because in the time between jobs, it gets real for them. A little extra care in that period, can comfort the candidate. In addition, almost 80% of high potentials receive a counter offer. If you want to know why, it’s okay to just ask them: ‘Do you expect a counter offer and why?’
#2. Net Hiring Score & Retention
You don’t want your people leaving in the first year. The reason for this problem is mainly that they experience no connection to the company. To keep your new people engaged, push some of the onboarding phase to the pre-boarding space. Because great pre- and onboarding drives retention. Another way to keep people connected, is to jump-start team connections. Invite your new people on LinkedIn, and congratulate them. At Twitter for example, they have Happy Hour with alle the pre-boarding people. Hiring managers are also obligated to invite the new employees for lunch or coffee.
Another way to keep people connected, is to jump-start team connections.
#3. Cost savings
The manual work can usually go a lot faster, as Kevin Wheeler in this article also pointed out. This is a great opportunity to save time and money in the hiring process. To achieve this, it’d important to reduce errors. Check if everything on the paperwork is right the first time. If there are any typos, it needs to be done again. Most times it takes a week or more before someone actually receives a contract. The time between acceptance and a signed contract is crucial.
According to SmartRecruiters, the time is now to start working on your pre-boarding. The one thing that is important to keep in mind: ‘know what you want to achieve, and how does that affect the company from a Talent Acquisition perspective?’