Blog Post

    Operational preboarding: The back-to-basics 4 step guide

    Preboarding is predominantly a remote process.

    It refers to the time between your new hire signing their contract and when they actually step into their role. And right now, with COVID-19 looming, a robust preboarding process is even more important than ever.

    Why preboarding is important

    1 If you’re bringing on staff with very short lead-in times, then you need to make the absolute most of this period and empower them to hit peak productivity as soon as possible.

    2 On the other hand, if you are pushing out start dates due to a decreasing sales pipeline, then you want to utilize this period to keep in touch with your onboardee. In recruitment, silence can be damaging, even more so in the current global climate.

    A robust preboarding process can be the difference between retaining and losing your newest hire.

    So, read on for our 4-step operational preboarding checklist:

    Step 1: Build a new hire documentation pack

    Ensure you include all new hire paperwork such as legal forms, employee perks & benefits, even your company social media policy. You can send this as one pack, or break it down to be drip-fed over the course of the preboarding journey.


    Try our new hire paperwork checklist for HR managers

    Step 2: Get ahead of the tech game

    Be sure to find out what kind of tech your new hire needs as soon as possible. You want them to be able to start working from day 1 and not lose valuable time wading through technical issues.

    Try creating a ‘tech and specs’ form where your new hire can select what kind of computer, phone and software they’d prefer to use from a list of options. Have the tech pack delivered to their home address at least 1 week (if possible) before their first day of work.


    When you work in a traditional office, it’s easy to have whoever is nearby to help you access a particular program or application. Not so with remote working! Take a look at a password manager solution, such as LastPass, to centralize all your access information.

    Step 3: Go virtual with the meet & greet

    Have your team members upload a quick video (nothing fancy, just filmed on a phone) to a company intranet page or onboarding app if you have one. This operates as a virtual introduction hub for your new hire.

    They can check out who their team is, reach out if they have any questions and upload their own video to say hi.

    Step 4: Get a leg up on FAQ

    Your new hire will likely have a lot of questions. So rather than answering them in real-time, put together a comprehensive FAQ pack, hosted either on your company intranet/onboarding app, or simply sent as a PDF.

    The takeaway?

    A robust preboarding process can help your new hires become productive, faster. Which is becoming increasingly important as the global community responds to COVID-19.

    But remember, anything worth doing, is worth doing well!

    Want to know more about preboarding? Find out how ManpowerGroup UK is seeing amazing results by partnering with Talmundo for their preboarding activities.
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