Preboarding

What is preboarding?

Preboarding is the phase of the hiring process between a new hire accepting their job offer and their first day of work, bridging the gap between traditional recruiting and onboarding processes.

The preboarding process allows employers to complete administrative tasks and engage with new hires earlier, keeping them engaged during the gap and setting them up for a stronger start.

Why does preboarding matter?

The window between offer acceptance and day one is rarely empty. Candidates can form impressions and may quietly second-guess their decision.

This, in turn, has a measurable impact on new-hire retention, with studies suggesting up to 4% of new hires quit after a bad first day. Such losses may seem small, but they require restarting the recruiting and onboarding processes, which can be costly.

Employers who pre-board new workers have an opportunity to reduce uncertainty with a sense of welcome and belonging. New hires feel invested in before they even arrive and are more likely to reciprocate with greater enthusiasm when they begin work.

How to build an effective preboarding program

A strong preboarding strategy requires intentional design, clear ownership, and the right tools.

1. Define ownership: Assign clear responsibility for each preboarding stage, whether it sits with HR, the hiring manager, or both.
2. Create a preboarding checklist: Document every task, communication, and deadline regardless of who is managing the process.
3. Leverage automation: Where possible, use employee onboarding software to automatically trigger welcome emails, send paperwork, and track task completion.
4. Personalize new hire experiences: Go beyond a welcome email with gestures like a note from the hiring manager, role-specific reading materials, or a company swag package.
5. Gather feedback: Continuously improve the process by asking new hires about their preboarding experience during their first week.

Related glossary terms

• Onboarding
• Offboarding
• Exit interview