Pre-Onboarding vs. Pre-Employment Training

May 10, 2024

The process of bringing in new talent is both crucial and resource-intensive. Organizations invest significant recruitment endeavors in securing skilled professionals, but the process doesn’t end with interviews. The focus shifts to ensuring their seamless integration into the company. This is where pre-onboarding and pre-employment training step in.

While both equip shortlisted candidates with the knowledge they need to excel in their positions from day one, strategically choosing between the two initiatives can be a game-changer. Learn how they can streamline the transition process, foster responsibilities, and speed up the integration of new team members into the organization.

Here’s what we’ll cover in this article:

  • What is Pre-Onboarding Training?
  • What is Pre-Employment Training?
  • The Significance Of Staff Pre-Onboarding and Pre-Employment Training
  • How Do Pre-Onboarding And Pre-Employment Training Differ From Each Other?
  • Techademy’s Solutions to  Onboarding
  • FAQs about Pre-Onboarding vs. Pre-employment Training

What is Pre-Onboarding Training?

A few interviews followed by an offer has been a tedious process for a lot of employees. Pre-onboarding is the list of steps that shortlisted candidates have to take in the time frame that exists between their acceptance of a job offer and their start date. 

This helps the candidate to prepare for the role in advance rather than waiting for a formal induction.

Pre-boarding is a strategic requirement as well as a sensible move. Pre-boarding establishes the groundwork for a long-lasting and mutually beneficial connection in addition to preparing the potential employee for success. As soon as the offer is accepted, the process of creating a well-equipped and skilled staff begins.

Thus, pre-onboarding occurs after the candidate has been selected for the position but before their official start date. This phase focuses on familiarizing shortlisted candidates with the company culture, policies, and job role procedures. Pre-onboarding aims to lay the foundation for long-term engagement and retention.

What is Pre-Employment Training?

The pre-employment training procedure helps potential employees adjust to their roles. It may also work well for hiring, onboarding, and adjusting new staff to the culture of your company. Additionally, it gives company leaders a chance to get to know them better before they begin employment with your organization. 

In addition to teaching new skills, this training also focuses on enhancing transferable talents—a.k.a. skills that a candidate has already gained via various employment experiences. Examples of these skills include resilience, problem-solving, and teamwork, in addition to hard skills. It is also known that pre-employment training increases candidates’ confidence and comprehension of company culture, enabling them to do their jobs more successfully.

The Significance Of Staff Pre-Onboarding and Pre-Employment Training

Both Pre-onboarding and Pre-employment are a revolutionary force in the ever-changing landscape of talent management. It has numerous advantages for the entire company as well as the potential candidates. Let us look at the main benefits of these approaches:

Better Experience for New Hires

Before they even start working or just started working, new hires should feel appreciated and welcomed. Organizations can help candidates feel like they belong right away by giving them access to important tools, insights, and information about the company culture.

Relief of Jitters of the Initial Days

The first few months tend to be challenging and may give jitters to candidates who are in the process of being onboard or have already come on board. It reduces fears and uncertainties by serving as a buffer and adapting shortlisted candidates to what to expect. Telling the candidates what is expected of them makes them confident and gives them further clarity to be at the top of their game.

Enhanced Company Reputation

An effective onboarding and pre-employment training procedure can greatly improve a business’s branding. It conveys to potential and present workers the company’s dedication to its employees, resulting in favorable public relations and branding. 

How Do Pre-Onboarding And Pre-Employment Training Differ From Each Other?

Pre-employment typically occurs before the candidate officially joins the organization, often during the final stages of the recruitment process. It bridges any skill gaps and ensures that potential employees possess the required capabilities to hit the ground running from day one.

Pre-employment training focuses on:

  • Skill Development: Development of job-specific skills tailored to the requirements of the position.
  • Technical Proficiency: Instruction on tools, software, and procedures relevant to their roles.
  • Pre-onboarding is also carried out before day one of the job but it focuses more on integrating the shortlisted candidate into their role, team, and organizational culture. It stresses on:
  • Job Familiarization: Training modules may include an overview of job duties, responsibilities, and expectations to provide candidates with a clear understanding of their role within the organization.
  • Cultural assimilation: Orientation sessions, job training, introductions to team members and key stakeholders

          But with all the differences, they are not all that different. Your pre-employment process can be made more efficient with the correct                pre-onboarding plan. These training might seem like little things, but they can make a big difference in creating the kind of                                  engagement that will keep your new hires around for the long run. 

Techademy’s Solutions to Seamless Integration of New Hires in Your System 

With the use of premium instructional resources, automatically evaluated tests of Techademy-Yaksha, and practical practice labs, Techademy can help you increase hire engagement. Techademy also lets you accelerate the deployment of new hires. 

Our Learning Before Joining comes forth as a customized approach specific to the job role and company. This integrated solution eradicates all learning gaps in the virtual learning environment. We are committed to establishing a culture of ongoing learning and post-deployment assistance, enabling organizations to onboard new talents without concerns about their adaptability and understanding of the company’s culture, role-specific expectations, and organizational goals. For more details Get in touch now!

FAQs About Pre-Onboarding and Pre-Employment Training

Q. What distinguishes a pre-employment check from a post-employment check?

Post-employment checks are performed on all employees of the organization, while pre-employment checks are limited to candidates who have applied for a specific position. Post-employment checks are, therefore, extensive. 

Pre-employment and post-employment checks are carried out prior to hiring and following an employee’s arrival at the organization, respectively. Additionally, post-employment checks are conducted on a semi-annual or annual basis. While post-employment checks take anywhere from seven to nine days, pre-employment checks are finished in three to four days.

Preboarding, orientation, training, and transitioning to a new position are all phases of employee onboarding.  Every detail of a new hire is covered during onboarding.

Employee onboarding takes at least three months. It is for the talent leaders to ensure that the staff members are clear about the organization’s expectations and are comfortable in the workplace.

About The Author

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.

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