If you work in HR or L&D, you are aware of the effort required to welcome a new member of the team and train them. Following the hiring process, the pre-onboarding process which is a task in itself is the most important step.
Getting your pre-onboarding plan just right is not an easy feat. While many businesses understand the value of a clearly defined process, they frequently overlook one essential component.
Pre-onboarding, or beginning onboarding prior to a new hire’s first day, requires investment.
Employees must complete many tasks as part of the pre-onboarding process, many of which are administrative chores that HR usually handles after an offer letter is signed. While paperwork is required, there should be considerably more effort made overall.
Retention is the key here. According to SHRM, Only 47% of employers thought their pre-onboarding approach was effective enough to guarantee new workers perceived enough value to stay for the long run.
Now, here’s where the pre-onboarding process comes into play. You’re setting up a successful first day by taking care of the bulk of tasks before your hire even enters the building (or logs in, for those remote teams). The emphasis can then shift to integrating your new hire into the position and assisting them in building relationships with their colleagues and training them for their job. Many corporate training companies nowadays provide learning management systems like the one provided by IIDE PRO. These LMS will make sure that the new hire is properly trained and well-versed about the company before Day 1.
Let’s understand more about why embracing a pre-onboarding process is necessary if you want to ensure a positive employee experience.
