Every time when someone is hired in an organization, it is like welcoming a new addition to the family. After the HR is done with the recruitment process, the new candidate is ready to be welcomed into the organization, which in itself is a task for the team to make the new recruit a part of the organization properly and its culture and make them feel at ease so that they are prepared to give their best for the organization success. 

Difference between Pre-boarding and Onboarding

For most of the new joiners, it does not work from the very first day as the HR team is busy with the formalities and introductions so that the candidate becomes familiarized with their work environment, meets the team members, and finishes the mandatory paperwork to get inducted into the system. This also includes making the new joiner familiarize themselves with the processes and tools that the organization uses and how it enhances productivity. Once these formalities are over, the new joiner starts going about the duties assigned.  

 What is Pre-Boarding? 

Many businesses have now begun the practice of acquainting the applicant with the company before they officially accept an employment offer, and before they start working there. The term “employee preboarding” refers to this. 

The main goal of preboarding is to make feel the new hires welcome by introducing them to the team, culture, and environment they will be working with soon. As the proverb goes, “Like any fire, a new employee’s spark can easily burn out without any fuel to keep it going.” Preboarding gives the organization an opportunity to talk about the company’s mission and vision values to their new hires and also provide support and help even before they are just one step away. Preboarding helps in saving time and allows the new recruit to understand and work right from day one. 

So, what should you include in your preboarding process? 

  • Send a personalized welcome mail to the new hires to ensure they can reach out to you for any questions  
  • Provide employee handbook well before the time
  • Make them complete their paperwork through an automated process 
  • Ensure the employee profile is updated before their first day at work 
  • Provide them with company resources and introduce them to the work environment 

Preboarding allows the organizations to get some onboarding work beforehand so that the new hires can adjust themselves to their new work environment. It is a complete process of engagement with the candidate right from the time they accept the offer letter through their actual day at work. Preboarding brings excitement to the new hires as their first day approaches.  

 Just like onboarding, preboarding also brings in benefits to the organization like increasing efficiency, reducing fear and anxiety amongst the new recruits, reducing the number of no-shows, and helping the new recruits fit into the organizational culture. 

 It is essential to communicate and engage with the new employees rather than just sitting and watching for their first day to arrive. Thus, preboarding smoothens the introduction process and makes sure that everyone benefits from the very first day at work. Keeping the new hires engaged will keep them away from doubting their decision and look out for a new opportunity elsewhere.  

 What is Onboarding? 

Now, we will closely look at what onboarding is. It is a process by which a new employee is actually welcomed and imparted knowledge about the day-to-day functioning of the organization, including an overview of different departments, the administrative function, introduction to team members, etc. This makes the new joiner effectively become an organizational resource and then contribute towards the organizational and team tasks. Thus, an automated and well-organized system to oversee the employee onboarding makes them feel comfortable in the new setting and provides them an opportunity to understand the work culture. 

 It is a commitment on behalf of an organization to focus on onboarding as part of their corporate induction of new employees. This, when combined with automation and a structured approach, gives a tactical edge to the organization in terms of boosting the confidence levels of the new joiners. This, in turn, leads to high productivity and increased revenue performance, improved client experience, and a good reputation for the organization. A lot of organizations adopt this practice to give a richer experience to the new joiners and motivate them for their upcoming job roles.  

On the other hand, a poorly implemented onboarding program induces confusion in the minds of the new joiners, and they tend to be a little off-productive. There has been tremendous growth in the number of people working remotely and is appearing to build more productivity. Employees are seeing their overall contribution to being healthy with lesser leaves and saving time and energy on traveling. Thus, even after the pandemic gets over, we might see remote working becoming more prevalent. Therefore, it becomes imperative for organizations to have a healthy onboarding program to take care of remote joining and keep the new task force motivated. 

Automating the onboarding process can help eliminate accidental mistakes, reduce human error, and formulate a personalized checklist for every employee that contains all necessary documents. Customizing the onboarding process for each employee makes the employee valued and makes sure they start their journey without any grudges.  

 A smart onboarding process benefits an organization in many ways: Encouraging employee trust and loyalty, increasing employee productivity, reducing employee absenteeism and turnover, and increasing brand image and company reputation.  

Though the onboarding process may vary across different organizations, it is vital for companies to invest in employees to keep them engaged and happy. Therefore, automating and strengthening the onboarding process should be an important focus for your organization.  


A job change is always an important next milestone in anyone’s life and even after careful consideration by the candidate, it is possible to have second thoughts about the final offer even after saying yes to it. It is a well-known fact that before starting out with a new organization, they still have to serve the notice period with their erstwhile organization. Before taking the plunge, most of the candidates have uncertainty about the prospects of joining a new organization and that if they were better off with their old job or if some other opportunities were there for them in their previous organization. These are a kind of sentiments that are commonly seen, and we should take good cognizance of these emotions. 

Do away with paperwork and automate a seamless onboarding process right from day zero and experience smooth employee transitioning with us. To know more, call us at +91 99510 53333 or write to us at enspiresales@vestrics.in 

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