Imagine this: you’ve just accepted an exciting new job. You’re thrilled about the opportunity, but as the days go by before your start date, doubts creep in. You hear little from your new employer, and questions start piling up—What should I expect on my first day? Will I fit into the company culture? Have I made the right choice?
This uncertainty is exactly why preboarding—the period between offer acceptance and the first day—matters. It’s the secret ingredient to making new hires feel engaged, welcomed, and confident even before they step through the door. In today’s competitive job market, companies can’t afford to ignore the power of preboarding.
What is Preboarding?
Preboarding is the phase between when a candidate accepts a job offer and their official start date. It includes activities that help new hires transition smoothly into their new role. Unlike traditional onboarding, which begins on the first day, preboarding ensures that employees feel informed, prepared, and excited well in advance.
From a simple welcome email to sharing company culture insights, preboarding lays the foundation for a strong employer-employee relationship. And the best part? It significantly improves employee retention, productivity, and overall job satisfaction.
What is the difference between preboarding and onboarding?
Preboarding takes place from the moment a candidate accepts a job offer until their first day of employment, while onboarding begins on their first day and continues for several weeks or months. Preboarding is primarily focused on preparing new hires for their first day, ensuring they feel informed and welcomed. In contrast, onboarding is designed to integrate them into the company, their team, and their role.
The main goal of preboarding is to create a smooth transition, reduce first-day anxiety, and boost early engagement, ultimately improving new hire retention. Onboarding, on the other hand, aims to help employees become productive, engaged team members while enhancing job satisfaction and reducing turnover. Essentially, preboarding sets the stage for a successful onboarding experience.
Why is preboarding important for new hires?
1. Reduces New Hire Anxiety
Starting a new job is both exciting and nerve-wracking. Without communication, new hires may feel uncertain about what’s expected of them, who they’ll be working with, or even where to report on day one. Preboarding helps eliminate this stress by providing essential information in advance—such as schedules, team introductions, and company policies—so new hires walk in feeling prepared.
2. Increases Employee Retention
Did you know that 20% of new hires leave within the first 45 days? According to a study by Glassdoor, companies with a strong onboarding process improve new hire retention by 82%. Preboarding plays a crucial role in this by keeping employees engaged and connected even before they officially start.
Without preboarding, new hires may reconsider their decision, especially if they receive a counteroffer or another opportunity. A well-structured preboarding process reassures them they’ve made the right choice.
3. Builds a Strong Employer Brand
First impressions matter. When new hires experience a seamless and welcoming transition, they’re more likely to share positive feedback about the company. This enhances your employer brand, making your organization more attractive to future talent.
4. Boosts Productivity from Day One
A well-prepared employee is a productive employee. Preboarding gives new hires the chance to familiarize themselves with company values, policies, and expectations before their first day. This means they can hit the ground running instead of spending their first week filling out paperwork and figuring out company systems.
How to Create an Effective Preboarding Process?
1. Send a Warm Welcome Email
A simple yet powerful step—send a personalized welcome email from the hiring manager or team leader. Express enthusiasm about their arrival, share key details about their start date, and provide a point of contact for any questions.
2. Provide a Digital Onboarding Kit
Create a preboarding portal or email package that includes:
✔ Company culture overview and mission statement
✔ Employee handbook and key policies
✔ Organizational structure and team introductions
✔ A checklist of what they need to do before day one
This gives new hires a sense of belonging and familiarity with the company even before they start.
3. Assign a Preboarding Buddy
Pairing new hires with a “preboarding buddy” from their team can help ease the transition. A quick virtual coffee chat before their first day can make a huge difference in making them feel welcome.
4. Get the Paperwork Out of the Way
Nobody enjoys spending their first day buried in forms. Send essential documents in advance—such as contracts, tax forms, and IT setup instructions—so they can complete them at their convenience.
5. Engage Through Personalized Content
Consider sharing:
A welcome video from the CEO or leadership team
Blog articles or success stories from employees
Updates about company events, projects, or upcoming initiatives
This keeps new hires connected and excited about joining the team.
6. Create a First-Day Roadmap
Outline what their first day (or even first week) will look like. This can include their schedule, meetings with key team members, and what they should bring or prepare. Having a clear roadmap helps set expectations and reduces uncertainty.
The Future of Onboarding is Preboarding
Gone are the days when onboarding started on an employee’s first day. In today’s fast-paced job market, preboarding is the key to securing top talent and keeping them engaged. A structured and welcoming preboarding experience not only reduces drop-offs but also ensures new hires feel valued from the moment they accept the offer.
So, if you haven’t yet embraced preboarding, now is the time. A small effort before day one can lead to long-term success for both employees and the company. After all, when people feel welcomed and prepared, they’re more likely to thrive—and that’s a win for everyone.
