The Center for Sales Strategy Blog

Only 12% of employees agree that their organization does a good job with employee onboarding — a process where new hires acquire the necessary skills and knowledge in order to become effective and efficient employees.

When it comes to onboarding employees, first impressions last forever. It's your opportunity to introduce the company's mission, value and personality. If you fail to fully communicate everything a new hire needs to know, they’ll likely leave the company. 26% of American workers have quit a job simply because they were unsatisfied with either the training or the onboarding process. 

To retain quality employees and maximize their productivity, it's imperative that you take the onboarding process seriously. Make your new hires feel welcome in your company by properly discussing their new roles, the company's mission and vision, and everything else they need to know.

Google the phrase “Pre-Boarding a new hire” and over 8 Million results appear in .66 seconds. Your top results are ads with On-Boarding check lists, software, and packets. So, what is pre-boarding?

Harver.com describes pre-boarding as “whatever process your company has up and running when the candidate accepts their job offer, right the way through to their first actual day working for you. The focus should be preparing your new hire and drumming up some excitement as their first day approaches.”

Years ago, companies gave little to no thought to pre-boarding— engaging with a new hire between the time they accept your offer and their first day. Once a candidate was hired, they were given a firm handshake and a start date. 

As a relatively new concept that often gets confused with the traditional onboarding process, pre-boarding is completed before an employee’s first day and includes informal interactions between the company and the new hire. It’s a crucial step in the onboarding journey that has a lasting impact on employee engagement and retention.