From the benefits of pre-boarding to retention, your end-to-end employee development resource from the leaders in simulation training.

Hey Troubleshooters! We’re glad you could join us again for Troubleshooting Thursdays. Today we’re continuing with last week’s theme of preboarding. (If you missed last week’s post, check it out because it explains what preboarding is and why it is a critical part of your employee retention strategy. Hint: it has to do with competition for employees during the current labor shortage!)

HR and talent management experts agree that there are a number of benefits of preboarding to both the company and the new employee. Today we’re looking more closely at the benefits of preboarding and the kinds of actions you can incorporate into your preboarding activities.

Benefits of preboarding

Preboarding, as we mentioned last week, begins a relationship with the employee that helps create a positive bond with them, with the aim of retaining them in an era when competing offers can lure them away between the time they’re hired and their first day on the job.  

Here are some of the good things preboarding does:

  1. Makes an employee feel welcome and valued. Contact during this period lets a new employee know you are thinking about them. It speaks to your organization as a caring, friendly place and great working environment.
  2. Maintains excitement. People often feel excited about a new job, but if there is a long time between the day they’re hired and the day they start, that excitement can begin to wear off. If a new offer comes in the meantime, it may seem better just because it’s newer. We’re not implying that all new hires have the attention span of a flea—far from it—but we are saying that in a labor shortage, you want to maintain that excitement because it is one more reason for the employee to stay with you. Since most new hires will be Millennials or Gen Z, you can help keep up the excitement using gamified technology even during the application process. For example, using simulation training software to test candidate aptitude can signal to the applicant that your manufacturing enterprise has embraced technology and will be a fun and stimulating place to work.
  3. Reduces anxiety. Did you know that most people would rather definitely get an electric shock now than maybe get one later at an unexpected time? For them, the uncertainty is worse than the shock itself! Many people feel anxious at the prospect of a new job precisely because there are so many unknowns. What will the boss be like? Will they have any friends there? Will they like the work? Will they be able to do it well? Preboarding can help do away with the unknowns and alleviate these fears, giving you one more advantage over the competition.
  4. Helps prepare the new hire for the company culture.  You can signal and reinforce the inspiring and attractive aspects of your corporate culture to further appeal to new employees and prepare them for life at your company. You can begin to share the vision, values, practices, people and environment that make your organization a unique, purposeful, and dynamic place to work. It will help ease the transition and continue to reinforce that they made the right decision in going with you.
  5. Gets paperwork out of the way so the employee can be productive from Day 1.  Filling out benefits and insurance forms can easily be done by email beforehand to free up time on the first day to spend with the manager and their team getting to the stuff that really matters.
  6. 6. Can help increase employee referrals earlier. If you shine during preboarding, new hires will start spreading the word that much sooner, increasing your chances of making other hires. That can give you an edge during hiring waves such as before a planned expansion or after spring graduation.

 

Preboarding outreach ideas

So, what kinds of things can you do to reach out during preboarding? Just about anything you can think of that will prepare the person for your workplace and keep them feeling positive about your company and their future in it.

Here are just a few practical examples:

  • Let them know that you’ve set up a company email account for them.  
  • Send a company-wide email notifying staff about the new hire in a friendly and welcoming way and copy them.
  • Send them the company handbook so they can get acclimatized.
  • Send the tax and insurance paperwork to be completed, and be sure to use the opportunity to reinforce that you value them.
  • Set up a video call or lunch meeting with the team they’ll be working with.
  • Invite them to any company event that might be happening before their first day.
  • Invite them to stop by before Day 1 for tour of the facility and any amenities such as a gym, games room, cafeteria, free snacks, nearby restaurants, etc.
  • Let them know if there’s anything they need to bring on the first day, or what the company dress code is.
  • Let them know what time to arrive, where to park, and the agenda for Day 1.
  • Begin web-based training that can be done from their home, such as web-based 3D simulation training. It will demonstrate two important things to Millennials: 1) that your manufacturing enterprise is technologically advanced, and 2) that you are already investing in their skills development. Using gamified online training further engages young hires and helps you stand out from the pack.

And that’s it for today, Troubleshooters! We hope we’ve made the case for preboarding. Next week we’ll talk a bit more about how to incorporate simulation training into your recruitment process.

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