3 Stages of Preboarding Build a Foundation for the Future
3 Stages of Preboarding Build a Foundation for the Future

3 Stages of Preboarding Build a Foundation for the Future

Getting a new hire off to a great start at your organization begins well before an employee’s first day at work. Paycor organizational development specialist Allison Flynn explains how the three stages of “preboarding” lay the groundwork for future success.

Stage 1: Effective recruitment

A new associate’s first impression starts during the recruiting process. It’s important to ensure that your branding message is consistent and true to your organization’s culture and that you clearly communicate the responsibilities of the role during this time. If you have a careers page online, make sure to include relevant information about your organization’s culture, goals and recent news to keep potential new hires engaged throughout the recruiting process.

For example, Paycor’s website includes a Careers page with information about our benefits and company culture, plus an employee spotlight. This section highlights some of our associates’ individual experiences at Paycor and gives candidates the chance to get a taste of who we are. Our website also includes sections on company news and important industry updates to keep candidates or recent hires well-informed.

Stage 2: Pre-start touchpoints

After you’ve extended an offer to your new associate, create touchpoints with him prior to his start date. Make sure any unanswered questions are addressed and your new hire is fully prepared for the first day.

At Paycor, we created a preboarding communication template that suggests pre-start talking points, such as: what time to arrive, what to bring, what to wear, what kind of schedule to expect on the first day and whether lunch will be provided. Some of these things are easily missed, but they make a big impression on a new hire’s first day. Remember: It’s all about creating that “welcome experience” and keeping new hires engaged before they start.

Stage 3: A welcoming first day

It can be helpful to create a checklist for hiring managers to complete prior to a new associate’s first day. It might seem small, but something as simple as not having the proper equipment on the first day can make a lasting negative impression. Make sure new hires feel expected and appreciated!

Consider having a welcome email waiting in your new associate’s inbox, and encourage your managers or team to take your new associate to lunch during the first week. Set up onboarding meetings with key stakeholders, and add the new associate to any upcoming or recurring meetings. Also, start scheduling frequent 1:1 meetings to facilitate communication.


Want to learn more about recruiting, hiring, onboarding and talent management? Check out Allison’s recent Paycor webinar, 6 Best Practices for Hiring Right, and read this helpful whitepaper, Employee Engagement: Why You Can’t Afford to Get It Wrong.

Paycor’s HR technology also makes it easier to hire, welcome and retain new employees with tools such as Applicant Tracking, HR Support Center and HR On-Demand. To learn more, contact a Paycor representative today.

More to Discover

EEO Compliance: Are You Prepared to File the Updated EEO-1 Report?

EEO Compliance: Are You Prepared to File the Updated EEO-1 Report?

On April 25, 2019 a federal judge announced a ruling that will require employers to collect 2018 employee pay data and hours worked by race, ethnicity and gender and submit it to the Equal Employment Opportunity Commission (EEOC) by September 30, 2019. On May 1, 2019, the EEOC decided that they will collect 2017 pay data in addition to the 2018 pay data that was previously announced. The EEOC is expected to open the portal for employers to submit 2017 and 2018 pay data beginning on July 15, 2019. Note: Employers are still required to submit component 1 of the EEO-1 form by May 31, 2019. What are the new EEO-1 reporting requirements? The current EEO-1 form requires company employment data to be categorized by race, ethnicity, gender and...

Strategies to retain your top performers

Strategies to retain your top performers

As unemployment rates have reached historic lows, it’s never been more difficult to find qualified candidates to hire. And as the labor market tightens and jobs go unfilled, productivity can be impacted. But before you jump at the next resume, beware. Making a bad hire can be even more detrimental to your business as the costs to replace an employee and train them quickly add up. Employee Benefit News reports that employers spend 33% of a worker’s annual salary to hire a new replacement. That’s why every business should be laser-focused on developing and retaining their rock stars. If your company is looking to boost retention, here are some tips to help keep your workforce intact. Create a great first impression Just because you’ve...

Why Diversity in the Workplace Matters

Why Diversity in the Workplace Matters

The latest research from the likes of McKinsey and the Harvard Business Review reveal that companies with diverse workforces are more profitable and have greater chances of attracting and retaining top talent. Still, many organizations have been slow to develop inclusion strategies primarily because they’re unsure how to promote and execute these initiatives. Start from the top In McKinsey’s research, they found that companies with the most diverse executives are 33% more profitable. Diverse management teams promote more innovation because individuals from different backgrounds with unique minds and ideas can come together and share input based on past experiences. If you’re looking to optimize a process or solve a lingering issue,...

Warning Signs of Disengagement

Warning Signs of Disengagement

Four out of five medium and small businesses say they don’t effectively engage their employees. Why? Because many organizations lack ownership and the resources needed to understand what actually motivates their people. Organizations also tend to ignore the warning signs of disengagement believing a few unhappy employees can’t sway the masses. But similar to bankruptcy, disengagement happens gradually and then before you know it, the majority of your workforce is affected. Only 33% of employees are actually engaged at work, according to a Gallup study. Not only can disengagement quickly spread throughout an organization, but its impact is felt across all areas of the business. From lost productivity to affecting morale and even customer...