Traditional hiring often focuses on filling seats quickly but overlooks long-term impact. This leads to retention issues, with 20% of turnover occurring in the first 45 days of employment (CITE). Within 30 days, 70% of new hires decide if their role is the right fit (CITE). Employers have only a short window to make a strong first impression before risking early attrition.
Too often, staffing shortages, lack of knowledge transfer, and poor planning create a subpar experience. Pre-employment and onboarding are underutilized opportunities to build trust, culture, and collaboration from day one. Done well, onboarding improves retention by 82% and boosts new-hire productivity by 62% (CITE). Innovative approaches in these stages create stronger, more resilient teams and reduce costly turnover.
Treating the Candidate Experience as a Preview of the Culture
First impressions shape expectations. Communication, transparency, and responsiveness signal how collaboration will work on the team. A poor pre-employment or onboarding experience lowers the bar for what new hires expect.
Team-Inclusive Selection Processes
Involving teammates in structured interviews or job previews aligns expectations and strengthens buy-in. While including the entire team may not be feasible, engaging key stakeholders is. You can help ensure the process reflects team input by asking questions such as:
- What skills are needed on the team right now?
- What knowledge would support upcoming initiatives?
- How does the team currently work, and does the candidate fit this style?
- What team norms are critical for new-hire success?
Skills Beyond the Resume
Assessment centers, case studies, or group problem-solving exercises simulate real team dynamics. Sixty-five percent of employers use at least one pre-employment assessment. In my career, I’ve worked with tools measuring everything from technical skills to team cohesion, logic, communication, and role-specific inclinations (CITE).
Pre-boarding Practices
Engaging candidates before Day 1 through introductions, welcome videos, or peer buddies sets the stage for connection. Many HRIS systems support these touchpoints when designed intentionally.
From Orientation to Integration
Onboarding must go beyond paperwork and compliance. Strong programs build belonging and shared purpose through connection, confidence, and community:
- Connect the new hires with the purpose and values of the organization by demonstrating what each of those looks like at your organization.
- Decrease the time it takes for new hires to be comfortable in their role by providing clear training linked to the intended outcomes for the role.
- Build intentional touchpoints for the new hires to interact with their team in organic and organized ways.
Digital Onboarding Tools
Time is always tight, and leaders race to onboard quickly. Technology can help them “get it right” without micromanaging every step.
Self-service platforms streamline tasks and free leaders to focus on culture and connection. Systems can send congratulatory emails, deliver swag boxes, or even buy a first-day lunch. Integrating these tools with ATS and HRIS platforms ensures no new hire is overlooked.
Human-Centered Moments
One of my favorite touchpoints was virtual coffee chats and live Q&As with executives. In growing companies, new hires can become invisible faces on Zoom. It’s easy for a growing company to miss out on the opportunity to welcome new hires, introduce the senior team to those who work in their larger reporting structure and become invisible new faces on the Zoom calls. These interactions create genuine connections, making leaders approachable and preventing rumor mills from filling the gap.
Team-building activities with cross-functional partners, peers, and supervisors also strengthen integration. Giving supervisors autonomy to design these experiences unleashes creativity. They know their teams best.
Measuring Success
No process is worthwhile without measurement. Pulse surveys and feedback loops at 30/60/90 days give valuable insight, and systems can automate them.
Team-level metrics such as retention, engagement, and time-to-productivity improve visibility and accountability. These indicators reveal when new hires gain confidence and contribute effectively.
This data allows for iterative improvements in pre-employment and onboarding, helping combat early turnover, reduce costly mis-hires, and build the culture companies strive to achieve.
The hiring process doesn’t end with the offer letter. After investing in finding the right candidate, organizations must go the extra mile to guide them through pre-employment and into team alignment.
HR leaders must champion pre-employment and onboarding as cultural investments, not administrative steps. When they do, leaders see the payoff: fully productive teams that contribute with clarity, confidence, and unique skill sets, without the constant cycle of backfilling.
