From Offer Accepted to Day One: Closing the Preboarding Gap
Congratulations, your candidate has accepted the offer! It is a pivotal moment in healthcare recruitment. But the journey does not end there. In fact, the time between offer acceptance and day one, often called the preboarding period, is critical to securing your new hire’s commitment and setting them up for success.
This phase is also where many organisations lose candidates, often due to a lack of engagement, communication or clarity. Closing the preboarding gap is essential to ensure your new team member starts confidently, motivated and ready to contribute.
Why Preboarding Matters
Healthcare professionals are highly sought after, and any delay or misstep after an offer is accepted can quickly lead to second thoughts or even ghosting.
Research shows that candidates who feel valued and informed during preboarding are more likely to:
Show up on day one
Engage fully from the start
Remain committed long term
Preboarding bridges the excitement of acceptance with the reality of starting, creating a seamless transition.
Strategies to Close the Preboarding Gap
1. Communicate Early and Often
Don’t leave candidates wondering what comes next. Provide clear, timely updates about:
Onboarding schedules
Documentation and compliance requirements
Who they will meet on day one
What to expect during their first week
Regular check‑ins, even brief ones, build trust and reduce anxiety.
2. Provide Preboarding Resources
Give new hires access to materials that prepare them for their role and organisation, such as:
Welcome packets or employee handbooks
Videos or presentations about your team and culture
IT and system access instructions
Required forms or policies to review before they start
This helps them feel prepared and valued before they walk through the door.
3. Engage Hiring Managers and Teams
Encourage managers to reach out personally, setting a warm tone and fostering connection.
A welcome call or message from their manager goes a long way
Introduce new hires to team members via email or messaging platforms
If a remote start is planned, consider a virtual meet‑and‑greet
Feeling part of the team before day one increases commitment and reduces first‑day nerves.
4. Simplify Administrative Processes
Minimise the paperwork burden on day one by gathering necessary documents and information in advance.
Use digital platforms for form completion and ID verification
Clarify background checks, certifications or licensing requirements early
Provide checklists to guide new hires through compliance steps
Less administrative friction equals a better candidate experience.
5. Set Clear Expectations and Goals
Help new hires understand their initial responsibilities and performance expectations.
Share their first‑week schedule or training plan
Clarify who to approach for support or questions
Outline short‑term milestones to celebrate early wins
Clear expectations foster confidence and motivation.
Final Thought
Preboarding is not just an administrative task, it is a vital stage in your healthcare recruitment journey that can make or break new hire success. By engaging candidates meaningfully from offer acceptance to day one, you build loyalty, reduce no‑shows, and lay the foundation for long‑term retention.
Looking to enrich your hiring strategy with better retention outcomes? Contact us at Fertility Talent or simply call us on 01904 230002.