Mar 08, 2022
As an in-house recruiter, you know all about the onboarding process. Tons of information exists to help you do it more effectively. But what about preboarding? Preboarding represents the time between signing a job offer and the first day of work. After a provider signs a job offer, you may think your work is done. However, 65% of employers report hiring people who didn’t show up on their first day.
Critical Steps in Preboarding
1. Welcome new hires to the team and begin administrative tasks.
Think of the home buying process. The seller may have accepted your offer, but a lot can happen before you move in. In some cases, you may not actually get to buy the home! Similarly, new hires may accept your job offer, but a lot can happen before their first day. Send out a welcome email and provide the necessary paperwork. Although it’s not an exciting task, it will bring a physical element to the hire.
2. Invite them for another on-site visit.
On-site visits typically take place during the interview process. But for the provider, they may be distracted by making a good first impression. They typically don’t visit again until their first day of work, which will likely be hectic and distracting. Encourage your new hire to visit the facility again.
This second visit will help your new hire feel at home. If any events take place in this time period, even better. The more a candidate sees your facility, the more they’ll envision their career with you.
3. Make necessary team introductions.
You may wait until the first day of work to introduce team leaders and coworkers. But why wait? Whether it’s virtual or in-person, create a space for your new hire to meet the people they’ll interact with on the job. This will create a more seamless first day and allow your candidate to feel like they’ve truly joined the team.
4. Continue check-ins after their first day of work.
You probably already check in with new hires to see how onboarding is going. However, implementing 30, 60, and 90-day check-ins allow your providers time to get comfortable and truly experience how your facility functions. After the 90 day period, it’s a good rule of thumb to check in every six months. You’ll have a better idea of what your employee experience is like and will be equipped to change it if needed.
To learn more about the candidate experience, connect with a member of our team. Inline provides candidates with a job search resource that keeps them informed and happy throughout their hiring experience.