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Does Your New Hire Orientation Program Include Pre-Onboarding?

new hire - MindTickle

Pre-Onboarding is a big miss when it comes to a new hire orientation program. Organizations have a tremendous opportunity to address their recruitment, retention, and productivity challenges by leveraging pre-onboarding.

Do you remember the moment when you received the final offer letter of your first job? Chances are that you are reliving the moment as you read this. A brand new job also generates similar excitement. It is this excitement that is omnipresent during the pre-onboarding phase- the phase between a new hire’s offer acceptance and her joining. Smart organizations can leverage this feel-good atmosphere to their HR advantage by setting the tone for the upcoming new hire orientation program. Is your organization taking advantage?

Sustain the Excitement – They impressed you, now it is your Turn

Pre-Onboarding  is a golden opportunity to sustain the euphoria of a new job. Questions and doubts abound at this stage for a new hire. Answering these questions and creating structures for addressing their doubts is a good first step to keep the conversation going and keep them excited. A new hire orientation program usually addresses this, but organizations have an opportunity to start early with pre-onboarding. By simply engaging with the new hire periodically during the pre-onboarding phase, employers can sustain the enthusiasm and eagerness of the new hires.

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Manage Uncertainty – Will the New Hire finally join?

The latest Aberdeen report “Onboarding 2013 – A New Look at New hires” reinforced its earlier finding that organizations believe that about 90% of employees decide to stay within the first year. While this statistic has been the driving force behind organizations taking up new hire orientation program seriously, there are instances where a new hire, even after signing on the dotted line, decides not to join. Over the last few years, organizations have been witness to a trend where new hires do not turn up even after accepting offer letters. And this is where pre-onboarding can play a critical role.

From a new hire’s perspective, the pre-onboarding phase of new hire orientation program also brings about a sense of anxiety. Constant communication between the organization and the new hire can help contain this anxiety. By initiating a few simple actions, a new hire onboarding manager can not only counsel the new hire, but also deduce with confidence if they are at risk of losing the new hire.

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ROI – Help new hires get Productive at the earliest

In the book “The First 90 Days” Michael Watkins puts the break-even point of new hires at 6.2 months. According to the book, new hires consume value for the first three months and only then begin contributing. Research from Aberdeen also indicates it is because of this that only 62% of new hires meet their first performance milestone on time. Thus, pre-onboarding offers a wonderful opportunity to further shorten this 6 month period.

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Is your Organization taking advantage of pre-onboarding? If no, why? If yes, what worked and what did not?