The graduate recruitment cycle can be notoriously long and the wait between offer and start date sometimes feels like an eternity - for both candidates and employers. These long timelines make smart pre-boarding and ‘keep warm’ strategies all the more important, or companies risk losing their best candidates along the way. Engaging with your new hires early, making them feel valued, and building their excitement for the role ensures they’re ready to hit the ground running on day one and reduces the chance of reneges. A hefty 51% of graduates would renege on a job offer to accept another role, so let’s think about how implementing pre-boarding can help.
Set the tone with a warm welcome
The hard work doesn’t stop once you’ve made the hire. After a candidate’s accepted your offer, make them feel like they’re already part of the team:
Send a welcome package – Everyone loves a freebie! A box with some company merch, a handwritten note and some healthy goodies can all make a great first impression and encourage employees to feel appreciated early doors.
Share what’s next – Give them a quick rundown of what the next few months will look like. Think training schedules, key dates, or a sneak peek at their first day.
Introduce a buddy – Pair them up with someone on the team who can answer all their questions and be a friendly face when they start.
Stay in touch (but don’t overdo it)
Regular check-ins keep the momentum going and show you’re still excited to have them on board.
“It’s important that your recruiters are armed with supportive messages to help when some of your offer holders are feeling unsure about whether to commit to your offer or to consider other offers they have on the table. “
Send them an email – As simple as that. A casual check-in to see how everything’s going goes a long way and is another easy touchpoint. It signals that you’re there if they need anything and encourages them to ask questions if they’re worried.
Send updates – Keep candidates in the loop with company news, team updates, and industry updates.
Social engagement – Invite them to company events so they can stay connected and get a feel for the company culture. Team or company socials are always a good place to start.
Help them get a head start
Graduates want to learn and grow. Giving them something to prepare or work towards can help them feel more confident ahead of their first day. The ISE found only 23% of young people had any self-belief in their skills, so building work readiness into the candidate journey is a way of showing you care about their growth.
Share learning resources – Send over articles, videos, or online courses that tie into their future responsibilities.
Talk about goals – Discuss what skills they’d like to develop or give them a sneak peek at the projects they’ll tackle early on in their role.
Offer a simple pre-boarding task – Nothing too intense, but sharing an optional, low-key task to help them get a feel for the role sets a positive tone for the transition into work.
Pre-boarding shouldn’t be a ‘nice-to-have’. It’s a must to keep new hires excited, engaged and feeling confident about what’s to come. It shows that you are as committed to them as they are to you and helps to lay the groundwork for motivation and long term loyalty.
Plus, it’s a great way to help them feel like part of a group right from the start. Building that sense of belonging and connection early on makes it easier for them to hit the ground running and creates a team vibe that benefits everyone.
