If you work in HR, you probably know all about onboarding new hires, but have you heard of preboarding? Much like the process of the same name that allows certain airplane passengers to board ahead of time, preboarding starts a candidate's integration with your company before they've even begun work.
According to Dr. John Sullivan writing for ERE.net, this process is a good way of making sure that candidates feel invested enough in your company that they won't go back on a previously accepted job offer. Sullivan warns that there is an "ethics shift" going on in business right now that makes it so that "fewer individuals now feel any sense of guilt about walking away from an offer that they only accepted days ago."
Even if you're not worried about your chosen candidate walking out on your offer, preboarding can still help increase the chances that the candidate will succeed once at work. Studies have shown that 40 percent of executives hired from outside the company resign within their first 18 months on the job.
Preboarding can help solve this problem. It can include anything from introducing new executives to the team they'll be working with before they start work to setting out a specific plan for the executive's first few months. It can also mean making public announcements that they will be joining your team and setting up meetings and activities for their first day, so that not following through on their acceptance of your offer becomes less of a viable option.
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