Hiring a great employee is just the first step—how you welcome and integrate them makes all the difference in retention, engagement, and productivity.
Yet, many companies focus so much on filling the role that they forget what happens next. That’s where preboarding comes in.
What is Preboarding?
Preboarding is the period between offer acceptance and the new hire’s first day. It’s an opportunity to:
✅ Build excitement and connection before they even walk through the door
✅ Reduce first-day anxiety and uncertainty
✅ Speed up their learning curve so they hit the ground running
Done right, preboarding can increase new hire retention by 82% and boost productivity by 70% (Brandon Hall Group) (Talent Culture) (StrongDM).
Why Preboarding Matters
Think of it like dating vs. marriage—you wouldn’t go radio silent after a great first date and expect the relationship to thrive. The same goes for new hires! Many companies lose momentum after the offer letter. Going through the background check process, while necessary, can dull the excitement from accepting the offer. And just to be clear, background checks are not considered preboarding. Without ongoing engagement, the new hire may start to feel disconnected —or worse, get swayed by another opportunity.
What happens without preboarding?
- The new hire feels forgotten and disconnected.
- First-day nerves skyrocket.
- Productivity is delayed as they scramble to learn processes, tools, and people.
✨ What happens with preboarding?
- The new hire feels excited, engaged, and ready to contribute.
- They show up on Day 1 already familiar with the company, culture, and expectations.
- They start adding value faster.
5 Easy Preboarding Strategies
1️⃣ Send a Personalized Welcome Email
- Include a note from their manager, team introductions, and what to expect in their first week.
2️⃣ Provide Early Access to Key Information
- Share a “First Week Guide,” FAQs, or a short video about the company culture.
3️⃣ Assign a New Hire Buddy
- Pair them with a team member who can answer questions and make them feel welcome.
4️⃣ Invite Them to Informal Meetings or Events
- If possible, include them in a casual team lunch, virtual coffee chat, or company newsletter before they start.
5️⃣ Give a Small Welcome Gift
- A company-branded item or handwritten note goes a long way in making them feel valued from Day 1.
Final Thoughts
Preboarding doesn’t have to be complicated—it just has to be intentional. The time between offer and start date is a golden opportunity to set your new hire up for long-term success.
OptiPeople Resources specializes in providing fractional talent acquisition support to help you drive innovation, automate processes, and transform your talent function. To learn more about how we can support your organization’s needs, call us today or schedule a time to discuss your requirements. Embrace this innovative approach to talent and watch your business thrive with the right expertise at the right time.
