The answer to this Pre-Onboarding Process where the moment accepts the offer letter a pattern of integration should be initiated by the company. This should first begin by informal onboarding where information about company’s culture, practices, policies and what the candidate will gain from the organization is highlighted.
Once the candidate is equipped with this information then start clarifying the ideas, concepts and issues which the candidate hold for the company. This assist in building confidence within the candidate which makes him or her sure that their decision in going ahead with the company is right and within the organization the candidate has the full scope to grow and show the skill and behaviour expertise.
The entire phase should be utilized in making the candidate understand about the company in a passive & positive way so that the eagerness of the candidate is maintained throughout.
Once the candidates are approaching the joining date then they should be brought in touch with their team members so that no time is lost in building team communication & spirit. Involving the candidates in company’s events and team parties can be great opportunity. With the office space going virtual it has become quite easy to align new candidates with existing employees.
In the meantime start procuring joining documents and begin the paperwork process so that an assessment of candidate’s seriousness towards joining is mapped
Moreover start sharing the onboarding schedule where from the day of joining to last day of induction provide day wise calendar of what candidates will have to do.
For the passive and active onboarding process lot of companies have started with the concept of “new hire buddy” where till the time the candidate is completely integrated within the organization which have proved highly beneficial.
