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

COVID & the Future of Work: Insights from Paycor’s C-Suite

COVID & the Future of Work: Insights from Paycor’s C-Suite

The long-term future is impossible to predict, but what might all this mean, and how will work change, over the next year?In Paycor’s latest report, our Chief Executives and Group Leaders consider how SMBs will recruit, manage their workforce, optimize benefits and foster employee experience in the new normal of 2020.Download our guide to learn more.

Webinar: Remote Work 2020: Keeping Culture Strong Post COVID-19

Webinar: Remote Work 2020: Keeping Culture Strong Post COVID-19

Workplaces across the country will never be the same post COVID-19. Some employees will work from home permanently. Others may slowly return to the office but feel the impacts of social distancing and newly configured spaces. Amidst all the change and uncertainty, culture has never been more important. In this session, we will offer tips to help your culture thrive in this new normal.Speaker: Melanie Booher Melanie Booher is a proactive people connector, genuine leader, change agent, culture-champion and entrepreneurial business coach. Her passion lies in generating meaningful change in the areas of HR, People Operations, Talent Management, Leadership Development, Business Strategy and Culture-Shaping.

Paycor’s streamlined HR and Payroll solutions coupled with a flexible Recruiting platform impressed Taste Buds Management

Paycor’s streamlined HR and Payroll solutions coupled with a flexible Recruiting platform impressed Taste Buds Management

Pandemic Response Paycor’s immediate product updates in response to new coronavirus legislation helped Michelle stay compliant and keep track of employees. “From a technical standpoint, being able to put someone on furlough in the system was great,” she said. “You created custom codes – that makes a big difference. Before it was either you’re hired or you’re not. Now, I’ll be able to sort these specific dates and it will help me make more informed decisions.” “We didn’t know how to handle COVID-19 and Paycor very quickly figured it out. As a partner, you definitely stood out as an authority—you navigated the messiness and gave us direction. Whatever you’re doing to keep your staff focused on the client, it’s working. You have a winning...

Virtual Interviews: Best Practices for Remote Recruiting

Virtual Interviews: Best Practices for Remote Recruiting

Remote recruiting makes everyone a little nervous, at least at first. Conducting interviews by video conference just doesn’t sound appealing—can you really read someone’s body language on video? What if the internet connection is bad? All these obstacles and more might make you long for the days when in-person interviews were the norm. But don’t give up on remote recruiting. Here’s how to make it better. The Benefit of Virtual Interviews Remote recruiting has advantages. It’s cost-effective, saves time and broadens your pool of candidates to include people who live out of state or even out of the country. If you commit to remote hiring, there’s no reason for it to be any less effective than in-person interviews. Before the Remote...