Pre-boarding: The essential hiring step you might be missing before Onboarding begins

Pre-Boarding: The overlooked key to successful hiring before the offer Is made

When we think about hiring, "onboarding" often comes to mind. It’s that crucial period when a new hire integrates into the company, gets familiar with the team, and starts diving into their role. But before onboarding can even begin, there’s an equally important phase that often flies under the radar: Pre-Boarding.

Pre-boarding is all about laying the foundation for a successful hire before an offer is even made. It’s about making sure everything is in place so that when the right candidate comes along, the process is smooth, efficient, and reflective of your company’s culture.

Why Pre-Boarding Matters: The Bigger Picture

Candidates have options, even in today's market. They can afford to be selective, which means every single touchpoint leading up to the offer matters. Pre-boarding helps companies create a strong first impression long before Day One.

Think of pre-boarding as the stage where your company demonstrates preparedness and commitment. It’s where you set the tone for trust, clarity, and excitement—long before the candidate signs on the dotted line.

So, What Does Pre-Boarding Cover? ??

Here are some key elements that are part of an effective pre-boarding process:

1. Defining the Role Clearly

It all starts with a comprehensive job description that goes beyond a bullet list of qualifications. (This is a whole other topic!) It should showcase what success looks like in the role, how it contributes to the company’s overall mission, and what makes your business unique. Clarity here will save time down the line and attract candidates who align with your needs and values.

2. Creating a Transparent Hiring Timeline

A major frustration for candidates is the "black hole" of recruitment. Before making an offer, ensure that each stage of the process is clearly defined and communicated. Provide timelines and expectations: How long until they hear back after an interview? What will the next steps look like? A transparent process not only keeps candidates engaged but also shows that you respect their time.

3. Engaging With Candidates Throughout the Process

Great pre-boarding isn’t just transactional; it’s personal. Keep your candidates in the loop with updates and feedback—even if they haven’t made it to the next stage. Consider personalised messages after interviews or share some relevant content about your company culture or industry insights. This extra effort goes a long way in creating an emotional connection.

4. Prepping the Interviewers

Pre-boarding also includes preparing your internal team for interviews. Align hiring managers and interviewers so everyone understands the role, the key competencies being evaluated, and the questions they should focus on. Inconsistent interviews can reflect poorly on your company. Preparation ensures a smoother, more professional experience that leaves candidates feeling valued.

5. Building a Positive Candidate Experience ??

Every step of the way, you’re either building or breaking the candidate's perception of your company. That includes everything from scheduling interviews conveniently, sending follow-up information promptly, and ensuring a warm and welcoming atmosphere during on-site (or virtual) visits.

6. Proactively Addressing Concerns

Before an offer is made, smart companies anticipate questions and concerns. Candidates often worry about career growth, work-life balance, or team dynamics. Address these topics proactively. Offering a one-on-one conversation with a future peer, helps dispel doubts and builds trust.

7. Understanding Compensation Expectations

Nothing is more disappointing than falling in love with a candidate, only to find that there’s a big mismatch in salary expectations. Have an open discussion at the start of the process about compensation and benefits. This ensures that you’re aligned with the candidate and saves both sides from potential frustration.

8. Offering Value Before the Offer

Think about what value you can offer candidates before they officially join. This could be access to an eBook related to your industry, an invitation to a company webinar, or even a simple guide on your company culture. Providing valuable content and insights demonstrates that you’re invested in their growth right from the start.

The Benefits of a Strong Pre-Boarding Process

When pre-boarding is done right, a few great things happen:

• Smoother Onboarding: Since candidates have already been well-informed, there are fewer surprises, and they start with a clearer picture of what to expect.
• Higher Offer Acceptance Rates: Candidates who feel a genuine connection to your company are much more likely to accept your offer, even if other companies are in the mix.
• Employer Brand Strength: Even candidates who don’t get an offer leave with a positive impression. They’re more likely to refer others or reapply in the future.

Pre-Boarding: The Secret Sauce to Winning Talen

At the end of the day, pre-boarding is all about being proactive, thoughtful, and intentional. It’s about ensuring that every step of your hiring process—from the very first contact to the final offer—is professional, engaging, and reflective of the company culture you’re building.

Recruitment is more than just filling a role; it’s about creating a relationship. The effort you put into pre-boarding can be the difference between a candidate merely considering your offer or being excited to join your team.

Have you experienced the impact of a great (or poor) pre-boarding process? I'd love to hear your thoughts and insights in the comments below!