How to Create Engaging Preboarding Learning Experiences

February 11, 2024

Almost 33% of new employees leave in less than three months (PsychlogyToday). Even worse, most don’t attend on their first day at work. In this regard, preboarding comes in. It’s the period between acceptance of a job offer and beginning to work. However, if left unaddressed, it can lead to stress and uncertainty for new hires in development. However, if done properly, preboarding can make a new employee feel enthusiastic, welcomed, and prepared to succeed. 

Let’s take a look at how preboarding can help determine if new employees will be able to start their jobs in the right way. Also, gather some rewarding pre joining engagement activities and benefit from them in your next hiring season!

Preboarding Benefits and Why You Should Do It

When candidates apply for jobs, they often weigh multiple options. Even after accepting an offer, doubts can linger. This is where preboarding steps in, offering valuable benefits for both the employer and the new hire.

Inside the mind of a new hire, candidates may feel uncertain about their decision:

  • What if I’m wrong?
  • Is this the right fit?
  • Should I stick with my current job?

Preboarding addresses these concerns and builds excitement for the new role.

Benefits Simplified

Excitement: Pre joining engagement activities generate enthusiasm for the new job, creating a positive atmosphere.

Positive Image: It also demonstrates a company’s attitude towards the well-being of employees, ultimately improving its image.

No First-Day No-Shows: Regular communication stops new hires from running away or backing out at the point of joining.

Motivation: It inspires new hires to hit the ground running and contribute effectively.

Preparation: Familiarizing hires with company culture and policies prepares them for success.

Reduced Turnover: Early integration reduces the chances of new hires leaving within the first month.

Immediate Contribution: Streamlined processes enable hires to start working from day one.

Inclusivity: Making new hires feel like part of the team from the start fosters loyalty.

Anxiety Reduction: Clear communication alleviates new job jitters.

Competitive Edge: A smooth preboarding experience gives you an advantage in attracting talent.

Less Paperwork: Simplified administrative tasks free up time for learning and connecting.

Focused Learning: With pre joining engagement activities, new hires can absorb information about their new workplace without distractions.

Enjoyable Start: A hassle-free beginning makes for a memorable first day.

Encourages Referrals: Happy new hires will likely recommend your company to others.

Preboarding is a win-win for employers and new hires, fostering a positive start to their journey together.

Best Practises For Creating Engaging Pre Boarding Learning Experiences

The journey of a new hire begins long before their official start date. Set the stage with the below-mentioned pre joining engagement activities and learning experiences for a more confident, informed, and enthusiastic workforce.

Interactive Learning Access

Engage new hires in interactive learning by offering them customized modules, specific to their job roles. Incorporate videos, quizzes, and real-world scenarios that not only educate but captivate their interest. Providing your employees with access to a learning platform makes this preboarding step seamless. Moreover, these platforms help tailor learning paths to align with your company’s unique culture, values, and goals.

Key Strategies:

  • Orientation Materials: Using the learning platform, offer orientation materials and introductory resources to inform new hires about the company’s background information and its origin. These mission vision values are established during the foundation period.
  • Skill Development: Provide learning programs such as skill development courses, training modules, and onboarding tools that specifically apply to the role they are hired for so you can face your new office without even one engine skipped.

Hands-On Practice Labs

Theory is important, but hands-on experience is invaluable. Offer your college grads a simulated environment that mirrors actual work scenarios. Such platforms allow new hires to explore, experiment, and gain practical insights. This pre joining engagement activity and learning experiences will build confidence in their skills before they even begin their roles.

Key Strategies:

  • Mirror Real Work Scenarios: Make the most of this invaluable pre joining learning initiative by simulating scenarios that new hires are likely to encounter in their roles.
  • Target Specific Skills: Tailor hands-on labs to focus on the specific skills required for each role. Whether it’s coding, data analysis tools, or any other tech skill, customize labs to the roles and responsibilities of new hires.
  • Progressive Learning Paths: Curate labs that progressively increase in complexity. Start with foundational exercises and gradually move to advanced challenges.

Instructor-Led Training:

Learning experiences are incomplete without human interaction. Offer personalized instructor-led sessions to guide new hires on the specifics of your organization. This human touch provides a supportive environment. They will be able to put across their questions, seek clarifications, and develop a deeper understanding of company processes.

Key Strategies:

  • Schedule Mentorship Sessions: Providing your employees with mentorship and guidance helps them gain immense insight, compensating for their lack of real-world experience. 
  • Feedback and Support: Motivate the new hires to share their feedback on how they find usable content relativity and effectiveness of the learning platform so that culture is developed about continuous improvement resulting in innovation.

Feedback Loop: Empowering Employees from Day One

The preboarding stage allows organizations to ask the recruits about their experiences and concerns. Through actively eliciting feedback on the recruitment procedure, organization culture, and preboarding process, employers show their dedication to continuous improvement and employee autonomy. Not only does feedback allow new employees to air their grievances and suggestions, but it also offers critical information that helps refine hiring practices while improving the overall experience for all employees.

Key Strategies:

  • Structured Feedback Mechanisms: Create structured feedback mechanisms through surveys or one-on-one interviews to collect thorough information from new hires.
  • Transparent Communication: Informing on the necessity and significance of gathering feedback, highlighting that the organization is committed to leading a culture full of transparency and accountability.
  • Actionable Insights: Use existing feedback data to identify areas of weakness and provide specific initiatives to address problems highlighted by new employees, thus showing an interest in self-development.

Elevate Onboarding with Techademy’s Learning Before Joining Program

Well-planned preboarding ensures the foundation for a happy employee–employer relationship. Our customized Learn Before Joining Program helps reduce ramp time and boosts campus engagement levels in hire, thereby increasing new-hire efficiency due to advanced tech stacks. By addressing skill gaps and role-fitment via Techademy’s Learning Before Joining, organizations can significantly cut down on induction costs. 

This training program spans over a window of about 6 months to 18 months, enveloping all processes involved in your work, offering advice on how to finish it, and covering the technology, tools, and equipment needed to carry out your duties. Techademy offers three different types of training delivery formats: 

  • Physical (classroom training)
  • Phygital (blended learning: digital + classroom)
  • Digital (self-paced learning)

Schedule your consultation session with the Techademy team to know how and where our solutions will deliver results that impact your people!

FAQs about Pre Joining Engagement Activities

Q1: What is preboarding, and why does it matter?

Preboarding refers to interacting with new hires before they report for work to make their entry easy. Relaxing their anxiety and carrying them into the team without unnecessary friction is essential.

Preboarding mitigates employee attrition and lays a better platform to boost efficiency in preferred activities, increasing retention.

Learning before joining are pre-joining training programs by Techademy that have been crafted for freshers to be completely ready for their first day on the job. This process is beneficial for the early identification of skills and talent among new hires, higher candidate engagement, improved deployment readiness and role fitment, higher offer-to-joining ratio, and superior forecast ability to join. The process is usually conducted in two phases before the initial joining date.

Preboarding leaves a positive feeling and reflects an organization’s commitment to success with new hires; this increases retention.

The ways organizations measure preboarding success include the frequency of employee satisfaction surveys or measuring return rates of retained employees compared to existing ones, and incorporated in them is a generalized level that looks into how satisfied their customers may be.

Organizations or companies provide a most efficient onboarding platform with a personalized and engaging experience for their new employees. It facilitates virtual onboarding sessions, providing orientation materials and initiating online platforms to communicate with their colleagues. 

The purpose of pre-boarding is to give a glimpse and prepare new hires for their upcoming role to meet the organization goals. It helps them to know the organization’s culture and expectations.The pre-boarding process usually helps the hires with the simple email stuff such as insurance papers, health declarations etc.

About Techademy

The accelerated pace at which businesses are rushing toward digitization has primarily established that digital skills are an enabler. It has also established the ever-changing nature of digital skills, and created a need for continuous digital upskilling and reskilling to protect the workforce from becoming obsolete.

How Our LXP works in the real world
and other success stories