Most organizations recognize the fundamental importance of effective onboarding. However, in spite of all the statistics that support onboarding in the hiring, engagement, productivity, and retention of a new hire, there are numerous details that “fall through the cracks”, so to speak. According to an Allied Workforce Survey, four out of five companies don’t have a specific budget for onboarding, while 1/3 of organizations spend zero dollars on their onboarding processes. But even for those who do have their budgets and systems in place, many still miss out on a unique opportunity to utilize pre-onboarding.
For the average new employee, the first day on a new job is filled with paperwork, introductions, tours of the office, and a general overview of the work life. This first day can be overwhelming and exhausting, as a new employee attempts to make a good impression on his or first day. The reality is that much of the processes of the first day can be handled before the new employee even begins their first day.
Consider that for some new hires, it may be many weeks or months from the time they sign their contract to the time they actually begin. Even if it’s a few short weeks, the window of time between them leaving their old job and starting the new one is a critical time to integrate them into your team and culture.
For example, we leverage the power of intelligent automation to communicate with our new hires before their day one. Through the use of chatbots, we can help our new employee complete important paperwork. We can also learn what he or she needs in terms of training, or answer questions that help develop and build clear expectations.
While I understand that some hires are “hush-hush” out of respect for their current job situation, there are times that a new hire can integrate into the social aspects of the company, even if it’s as simple as interacting via social media pages that are specific to current employees. Having a quick lunch or coffee to introduce team members to the new employee, before he starts, can go a long way in helping him feel like he’s already a part of the team.
For a new employee, pre-onboarding helps them to:
For an organization, pre-onboarding:
Just imagine if you get engaged, set a date to get married, but then don’t talk to your future spouse until the day of the wedding. It seems unthinkable. While that may seem a bit outlandish, the principal of communication is the same. Once you hire a new employee, take the initiative to develop the relationship through pre-boarding, so that he or she can feel like they are part of the “family” before they even begin their first day on the job. Pre-onboard and onboard, then watch your company flourish with a culture that is engaged and productive for years to come.
Ben Olson is the Chief Technology Officer of Essium, a premiere software company that has developed a revolutionary, customizable, onboarding compliance platform named PRYDE that leverages the power of intelligent bots. Designed to give HR a STRESS-FREE onboarding experience, PRYDE helps assimilate new employees, and retain personnel long-term.