Preboarding

Preboarding is the set of activities that occur after a job offer is accepted but before the employee's first day of work. It aims to begin the integration process, confirm administrative tasks, and set expectations. Preboarding complements onboarding by engaging new hires early in the employment lifecycle.

Common preboarding tasks include completing required forms for payroll and benefits, collecting identification documents, and, where applicable, initiating background checks or visa processes. It also covers provisioning IT access and equipment, sharing essential materials such as the employee handbook and organizational chart, and arranging initial communications with teammates and managers.

Unlike onboarding, which starts on day one and continues for weeks or months, preboarding front-loads information and logistics to reduce first-day friction. Many organizations use self-service portals and asynchronous communications to let new hires prepare at their own pace.

Benefits of preboarding include shorter time to productivity, improved candidate experience, smoother IT and facilities setup, and better alignment with company culture. Best practices involve automation of tasks, personalized communications, transparent timelines, reinforced data privacy, and close coordination among HR, IT, and the hiring manager. Clear points of contact should be provided.

Key metrics for preboarding include time to productivity, new-hire satisfaction, completion rate of preboarding tasks, and early-tenure retention. Common challenges are keeping information current, balancing transparency with security, and adapting processes for remote or international hires.