Ultimate Pre-Onboarding Checklist: 15 Steps to Ensure a Smooth Transition

May 25, 2024

Finding the ideal staff has cost you a lot of money and effort. Why not utilize the pre-onboarding time to ensure that every hire becomes an invaluable member of your team, settles in faster, and experiences less pressure right from day one?

According to a Robert Half survey, 28% of new hires quit their new job within the first month, and about one-quarter to one-third quit within the first 90 days. 

The effectiveness of the pre-onboarding process for new hires has a significant effect on talent retention. And while a lot of businesses recognize the value of having a clearly defined process, they frequently overlook quite a few important components. Let’s review them in detail below. 

Here’s what we’ll cover: 

  • What is Pre-Onboarding? Why Is It Important?
  • 15 Steps for Making a Seamless Transition Using Ultimate Pre-Onboarding Checklist
  • Techademy’s Solutions to Pre-Onboarding
  • FAQs about Pre-onboarding

What is Pre-Onboarding? Why Is It Important? 

The time between accepting a job offer and beginning a new job (onboarding) is referred to as preboarding or pre-onboarding. By keeping in touch with your recent hires and getting them ready for their first day, you can make the most of this time. It also contributes to establishing the character of your business. 

The HR division is in charge of hiring new hires, among other things; thus, they need to up their game and include a pre-onboarding checklist.

Accelerate The Onboarding Process

It can be intimidating to start a new job, particularly if you don’t know what to expect or where to begin. Their confidence in their capacity to contribute is bolstered by a structured pre-onboarding checklist that gives them a clear roadmap of what to do and when to do it. Pre-onboarding is a more thorough procedure that involves preparing everything for the smooth onboarding of new hires.

Promote Company’s Image

It makes your company seem more recognizable when new hires start when they are introduced early. They gain an understanding of who you are and how they fit into the company image. Referrals are an effective means of marketing. The goal of pre-onboarding is to give clients the impression that you’ve been looking out for them from day one onward.

Offer-to-Joining Ratio

Giving your new employees a well-defined pre-onboarding process can significantly enhance your Offer-to-Joining Ratio. Additionally, a strong pre-onboarding process can help identify any potential issues or concerns early on. This approach allows talent leaders to address them proactively and mitigate any risks of attrition before the employee’s official start date. 

Establish Crystal Clear Expectations

You can effectively set expectations for new hires for their first few weeks on the job by keeping an organized pre-onboarding checklist. 

Save Both Resources and Time

New recruits can concentrate their time and energy on finishing tasks instead of attempting to figure out what they should be doing if they are given a clear roadmap during their preparation time for their job role. 

15 Steps for Making a Seamless Transition Using Ultimate Pre-Onboarding Checklist

Here are the essential elements that should be on any thorough checklist for pre-onboarding new hires.

1. Give Potential Employees Everything They Need Before They Get There

An excellent place to start the pre-onboarding process is with a welcome kit. It should contain company information, contact information for answering any questions the recruit may have, and logistical specifics for the first day on the job. 

2. Share How The Onboarding Process Looks

Being open and honest about the onboarding process is a wonderful way to encourage involvement right away. Give your new hires access to your pre-onboarding checklist so they can know exactly what’s scheduled and when. Make the most of this chance to get to know your new team members better and customize their pre-onboarding experience to make it more inclusive. If you have any onboarding software, set them up there. 

3Clear The Clutter With Paperwork

The most tedious, perplexing, and annoying aspect of the pre-onboarding process is paperwork, as nowadays, onboarding paperwork takes up the most time in over 58% of firms. Prior to employment, HR teams can make sure new hires are up and running with payroll, benefits, and workplace systems by having them fill out these forms. 

4. Inform Them About The Culture Of Your Organization

Provide your new hire with an internal handbook that explains your team culture, benefits, and rewards created by your HR department. This is great for inclusivity and empowerment since it makes it simple for individuals to investigate what’s available without needing to ask a specific question.

5. Provide The Details of All Devices And Equipment

Nothing is worse than arriving at a new company and discovering that you are unable to understand the company email system or software they use. Thus, providing details of all the tools and equipment the new hire needs to perform their job is the next item on your pre-onboarding checklist. 

6. Enroll Them in Virtual Labs 

Simply informing your new hires of the software and technologies they would require isn’t sufficient. Utilize the pre-boarding time to train them on real-world scenarios. With virtual labs such as that offered by Techademy MakeMyLabs, you can simulate the conditions and projects they would work on and give them a chance to gain hands-on experience. 

7. Create All Of The Internet Accounts

Determine what resources are required and collaborate with the appropriate team members to create these accounts well in advance. The access and guide to all internet accounts guarantees that in their initial days, the new team member won’t be weighed down by account installations and can focus on other activities.

8. Take Them On A Tour

If your company does not operate entirely remotely, you should think about including a guided tour of the offices and facilities in your pre-onboarding program for new hires. The infrastructure of the company, along with the brand image, plays a big role in employee retention, thus showing them around before day one.

9. Provide A Buddy Or A Mentor

Pick a team member rather than direct management. They’ll feel more at ease posing insignificant but crucial queries on the workplace, team dynamics, and culture. In order to answer their queries before coming on board.

10. Arrange A Proper Introduction To Existing Employees

A new career that begins awkwardly and in silos gives the incorrect impression. Often, all you need is good communication. Just inform current staff members that a new colleague will be joining them by dropping their details in an email.

11. Encourage Collaboration

Giving new hires a chance to get to know other members of the staff creates a welcoming atmosphere that encourages teamwork, camaraderie, and the growth of solid working relationships. This can be as easy as setting up informal get-togethers in the form of company lunches so that they get to know their colleagues well.

12. Make A Plan For The First Week

Maintain clarity in what is expected once they arrive for the first week. You can ensure you address their queries first and get that process started quickly by making a precise schedule for the first week. Share the schedule with them before their first day so that they are aware of the reporting time and when their shit ends. 

13. Outline Training and Development Opportunities

Discuss training programs, professional development opportunities, and resources available to support the new hire’s ongoing growth and skill enhancement that aligns with the position they would hold in the organization. 

14. Take Assessments 

Encourage the new hire to engage with company materials, online training programs, and pre-onboarding activities to familiarize themselves with the organization before their start date. Next, make it a practice to schedule regular assessments so as to evaluate their progress and the impact of your training initiatives. 

15. Encourage Feedback

Ask new hires for their opinions on the pre-onboarding procedure in an assertive way. Ask them things like if they felt supported and if they got enough resources and assistance for their position. By identifying problem areas, this procedure makes sure that the subsequent recruit has a better experience.

Techademy’s Solutions to Smooth Transition of New Hires

Prepare your new hires for success with Techademy’s training programs. Increase engagement with your campus hires or entry-level hiring significantly with high-quality learning materials, automatically graded tests, and practical practice labs.

With Techademy, employers can lay the groundwork for a successful transition, while new hires can feel empowered and prepared to hit the ground running from day one. We believe that investing in a robust pre-onboarding process is key to fostering engagement, retention, and overall organizational success. Get in touch to discover more!

FAQs About Ultimate Pre-Onboarding Checklist

Q. What should be on a pre-onboarding checklist?

The following items must be on every onboarding checklist: The hiring procedure, the employee’s role, goal-setting, job training and skill development, business culture introduction, check-in dates, meetings with coworkers or superiors, documentation, and product knowledge.

Most firms extend the onboarding process for new hires for the first year, but it usually lasts for at least the first ninety days.

Compliance, clarification, culture, and connection are the 4 Cs that are responsible for the seamless onboarding of new hires.

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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