What is Preboarding? 7 Steps To Take for New Hires
入职前培训是什么？新员工须知的 7 个步骤
A robust preboarding process can improve new hire retention by up to 82%. As such, preboarding is an important yet often overlooked step towards happy and engaged employees.
一个完善的入职前流程最高可将新员工留存率提升 82%。由此可见，入职前阶段虽常被忽略，却是通往员工幸福与参与的关键步骤。
In this article, we’ll take a closer look at preboarding, how it differs from onboarding, why employee preboarding is so essential, and how HR teams can create an excellent preboarding process.
本文将详细介绍预入职流程，阐明其与正式入职的不同之处，并探讨为何员工的预入职阶段至关重要。同时，我们将分享人力资源团队如何设计一套高效的预入职流程。
Contents
What is preboarding?
Preboarding vs. onboarding: The key differences
Why is it important for HR to conduct preboarding?
Preboarding process in 7 steps
Preboarding checklist for HR (and managers)
FAQ
What is preboarding? 预登机是什么意思？
Preboarding refers to the process an organization has in place during the period between a candidate signing the employment contract and their first working day.
入职前培训是指组织在候选人签订雇佣合同后至其正式上班前这段时间内实施的一系列流程。
Preboarding employees aims to prepare them for their first day while keeping them excited to get started.
员工入职前的准备旨在让他们为第一天上班做好充分准备，同时保持其对工作的期待和兴奋。
Preboarding vs. onboarding: The key differences
预入职与入职：主要差异对比
Preboarding refers to the process of engaging and preparing new hires for their roles prior to their official start date, while onboarding involves integrating them into the company and their position once they begin working.
预入职是指在新员工正式入职前，与他们互动并为其即将担任的角色做准备的过程；而入职则是指员工开始工作后，将其整合进公司及其岗位的过程。
Both processes should be considered an integral part of your employee experience.
这两个流程都应当被纳入员工体验的重要组成部分来考量。
In the table below, we’ve listed some key differences between employee preboarding and onboarding.
下表列出了员工入职前培训与正式入职培训之间的几个主要区别。
| Preboarding | Onboarding | |
| Timing | Takes place before a new hire’s first day. 在新员工入职首日前进行。 |
Starts on the new hire’s first day. 新员工入职首日起即开始。 |
| Goal | 1. Keep new hires engaged and excited to start their new role. 1. 激发新员工的积极性，让他们对新职位充满期待。 2. Get them all the necessary information to prepare for their first day (i.e., practical info, filling out forms, onboarding agenda, 30-60-90-day plan, etc.). 2. 为他们提供所有必需的信息，以便做好第一天上班的准备（包括实用信息、填写表格、入职日程、30-60-90 天工作计划等）。 |
1. Get new hires operational as quickly as possible. 1. 使新员工迅速达到工作状态。 2. Shape the essential first impressions new employees have of the company. 打造新员工对公司的首要印象。 |
| Focus | Being available and present for new employees and addressing their questions and concerns. 随时为新员工提供支持，积极回应他们的问题和疑虑。 |
Getting employees ready to do their jobs independently and effectively. 使员工能够独立并有效地履行职责。 |
| Duration | The duration differs. Depending on the new employee’s current situation, it can be anything from 1 day to multiple months or even longer. 培训时长因人而异。新员工根据自身情况，培训期可短至一天，也可长达数月甚至更久。 |
Often at least 3 months, but it differs per organization and role. 通常至少需要三个月，具体时长视组织和职位而定。 |
- A strong preboarding process can boost new hire retention by up to 82% and minimize non-starters.
有效的入职前流程能显著提升新员工留存率，高达 82%，同时减少未报到的情况。 - 64% of new employees receive no preboarding experience.
64%的新员工未获得任何入职前体验。 - Successful teams are 53% more likely to preboard new hires.
成功的团队让新员工提前入职的概率比一般团队高出 53%。 - Effective preboarding communication boosts the overall onboarding experience by 83%.
预入职阶段的有效沟通能显著提升 83%的整体入职体验。
Why is it important for HR to conduct preboarding?
人力资源部门为何要重视入职前的引导工作？
Consider the scenario where a candidate accepts a job offer and signs the employment contract but then receives no communication or engagement from the new employer for several weeks.
设想这样一种情况：候选人接受了职位邀请并签订了劳动合同，然而接下来的几周里，新雇主却没有任何消息或互动。
This lack of interaction can make the new hire feel neglected or reconsider their decision to join the company.
缺乏互动会让新员工感觉被冷落，甚至开始质疑加入公司的决定。
In contrast, a strong preboarding process keeps the new employee engaged and informed from the moment they accept the offer until they start. It builds excitement and a sense of belonging, which can significantly increase new hire retention and reduce the likelihood of them backing out before their start date. Effective preboarding ensures that new employees feel valued and prepared, setting the stage for a successful and lasting employment relationship.
相较之下，一个完善的入职前流程能从新员工接受 offer 的那一刻起就让他们保持参与和了解，激发热情并培养归属感，从而显著提升新员工的留存率，降低他们在正式入职前退出的风险。有效的入职前准备确保新员工感到被重视且准备充分，为建立稳固且长远的雇佣关系打下基础。
To summarize, HR needs to create an effective preboarding for employees to:
总而言之，人力资源部门需为员工创建高效的入职前引导，以实现以下目的：
- Keep people engaged and excited to start: Staying in touch during preboarding is welcoming and keeps new hires excited to join the company.
在入职前保持沟通，不仅能展现公司的热情欢迎，还能让新员工对加入团队充满期待。 - Provide new hires with crucial information: There is much information to be shared with people once they’ve signed their contract. The preboarding period is a perfect time to do this.
在员工签订合同后，有许多关键信息需与之分享。利用入职前的预备阶段进行此项工作，时机恰到好处。 - Have people meet their onboarding buddy: If your organization has a buddy system at work, the ideal time to introduce new hires to their buddy is during preboarding.
安排新员工与入职伙伴会面：若您所在组织设有伙伴制度，那么在入职前安排新员工与他们的伙伴见面最为适宜。 - Complete all administrative tasks upfront: Send out any documents that new hires need to read and sign before officially becoming employees during the preboarding process.
提前处理所有行政手续：在预入职阶段，将新员工需阅读并签署的文件提前发出，确保他们在正式入职前完成必要手续。 - Have new hires get to know their future team members: Preboarding is an opportunity for employees to familiarize themselves with future colleagues and gain insights into team dynamics and meeting structures. This early interaction helps build rapport, ease anxieties, and provide a clearer understanding of their upcoming work environment.
让新员工提前认识未来团队成员：入职前培训是员工与未来同事接触、洞察团队运作和会议形式的良机。这种早期的互动有助于建立信任，减轻新员工的紧张情绪，并让他们对即将融入的工作环境有更深入的理解。 - Avoid new hires going to the competition: 1 in 5 people who have signed their contract don’t show up on their first day. Chances are they have gone to a competitor that did give them an excellent preboarding experience.
防止新员工跳槽至竞争对手：签订合同的人中，每 5 人就有 1 人第一天未到岗。他们很可能已加盟提供出色入职前体验的竞争企业。
Preboarding process in 7 steps
登机前 7 步流程指南
An effective preboarding process makes sure that the new hires feel welcomed, informed, and prepared even before their first day.
一个高效的入职前流程确保新员工在正式上班前就感受到欢迎，了解必要信息，并做好充分的准备。
Here are some process steps to consider:
以下是一些需要考虑的流程步骤：
1. Sending of welcome emails
发送迎新邮件
First impressions last. It is, therefore, essential to make new hires feel welcome and appreciated right away. Sending people a warm welcome email contributes to a positive first impression and increased retention.
第一印象往往持久。因此，从一开始就应让新员工感到被欢迎和珍视。发送一封热情的欢迎邮件，有助于营造积极的第一印象，并促进员工留存。
A welcome email for new hires is also a great way to share information and introduce your new employees to your company culture.
向新员工发送欢迎邮件，是介绍公司文化并分享相关信息的有效途径。
HR action points 人力资源行动要点
- Create a welcome to the team template that managers can use as a basis for their welcome emails for new hires
设计一份欢迎新成员加入团队的模板，以便管理者借此撰写欢迎邮件给新员工- Add a video message from the CEO or founder(s) where they welcome new employees into the company
加入一段 CEO 或创始人的视频寄语，欢迎新员工融入公司大家庭- Check out our Welcome to the team article to inspire your communication with new hires.
阅读我们的《团队新成员欢迎指南》，启发您与新入职员工的交流。
2. Drafting the onboarding agenda for the first day and the first week
2. 制定新员工入职第一天及首周的培训日程
Most people like to know what to expect on their first day and the onboarding program they will go through.
多数人希望在入职首日之前了解大致情况，以及他们将要参与的新员工培训计划。
Creating an onboarding agenda requires the active participation of multiple people in the company, so planning this is key to creating a smooth first day – and subsequent onboarding for the new employee.
制定入职议程离不开公司多方人员的积极参与，精心规划这一环节，对于确保新员工第一天乃至整个入职过程的顺畅至关重要。
HR action points 人力资源行动重点
- Map out the onboarding process, starting with the (HR) elements that are the same for every new employee. Make sure to also carve out timeslots for managers and other people involved
制定入职流程时，首先规划所有新员工共通的人力资源要素。同时，为经理及其他参与人员安排特定的时间段。- List all the people involved in onboarding new hires and their involvement in the process. Set up a meeting with everyone involved to align
罗列参与新员工入职流程的全体人员及其职责，并组织一次会议，以便大家统一认识和行动。- Ask managers and other people involved to choose their timeslots and add their parts to the onboarding journey
邀请管理人员及涉事人员挑选各自的时间段，并将其内容融入入职培训的流程中- Based on this, managers should be able to draft the onboarding agenda for the first day and the first week and share it with their new team members.
据此，管理者应制定出第一天及首周的入职日程，并将其与新团队成员共享。
3. Sending and completing pre-employment paperwork
3. 发送并完成入职前的相关文件手续
As we’ve already mentioned, the preboarding period is an excellent time to get all the necessary pre-employment paperwork out of the way. It allows new hires to go through this (sometimes relatively dry) paperwork at their own pace rather than rush through it during onboarding.
正如之前提到的，预入职阶段是处理所有必要的前期入职文件的理想时间。这样新员工可以按自己的节奏审阅这些（有时较为枯燥的）文件，避免了在正式入职时匆忙应对。
Documents to think of in this regard include various tax and employment forms, company policies, the employee handbook, and information about available resources, benefits, and perks offered by the company to its employees.
这方面的相关文件涉及各类税务与就业表格、公司规章、员工手册，以及公司向员工提供的资源、福利和额外待遇的详细信息。
HR action points 人力资源行动重点
- List all the paperwork that needs to be shared with or signed by new hires
请列出所有需要新员工查看或签署的文件资料- Create a timeline that indicates when you’ll share which information. Include (automated) reminders for documents that the new employee needs to sign
制定一份时间线，明确标注何时分享各项信息，并设置（自动）提醒，以便新员工及时签署所需文件- Avoid sending too much information at once to keep things manageable for new hires
为使新员工更易于管理，请避免一次性发送过多信息- Ask new hires for feedback about this part of their preboarding; what do they believe went well, and what can be improved?
询问新员工对入职前培训环节的意见；他们觉得哪些部分做得不错，哪些地方还有提升空间？
4. Prepare the work environment and equipment
4. 布置好工作环境并准备好所需设备
The preboarding period allows HR and managers to ensure that all the practicalities are taken care of (well) before the new hire’s first day.
预入职阶段使人力资源部门和经理能够提前妥善处理好新员工入职前的所有实际准备工作。
People’s work environment and equipment need to be in order, and as simple as this may sound, this often isn’t the case. What this looks like, however, will vary greatly depending on what role and industry a person is starting in.
人们的工作环境与设备应保持整洁有序，虽然听起来简单，实际情况却常常并非如此。具体到每个人的情况，这又会因其职位和行业的不同而有很大差异。
The action points below are examples of an office-based job.
以下行动要点展示了办公室工作的一些例子。
HR action points 人力资源行动重点
- Clearly communicate new hires’ start dates to the people involved in getting everything ready for them (i.e., office management, IT, legal, etc.)
清晰传达新员工的入职日期给所有负责准备工作的相关人员（包括办公室管理、IT、法务等部门）- A couple of days before a new employee starts, double-check if the work environment and equipment are all set up, including:
新员工入职前几天，务必再次核查工作环境及设备是否已妥当安置，具体包括：
- The desk area 办公区域
- The hardware, including the user agreement for equipment that is yet to be signed by the new hire
硬件部分，含新员工未签字的设备使用协议- The necessary software access, network logins, and email address
所需的软件访问、网络登录及电子邮箱地址- The welcome kit 欢迎套件
- The workplace access card
工作场所门禁卡- The business travel card
企业出差用卡- Etc. 以及其他。
- Check-in with the new employee’s manager a few days before their first day to gently remind them of their new team member’s arrival and ask them if they need anything from HR.
新员工入职前几天，与他们的经理联系，温馨提醒其新成员即将加入，并询问是否需要人力资源部提供支持。
5. Remind managers to inform the team of the new hire
请经理提醒团队注意新成员的加入
Telling the team about a new person starting is not something most managers will forget, but it’s good to provide them with some guidance on how to go about this.
向团队介绍新成员是多数管理者不会疏忽的事，但给予他们一些如何操作的指导会更有益。
Briefing the team on the new hire, their role and responsibilities creates role clarity and explains what projects the new colleague will be involved in. It also helps make the new hire feel welcome on their first day.
向团队简述新员工的职责和即将参与的项目，有助于明确其角色定位，并让新同事在入职首日倍感温馨。
HR action points 人力资源行动要点
- Create a template that managers can use to write an email or message to their teams introducing them to the new colleague, their role, responsibilities, and projects
制作一个模板，帮助管理者向团队成员发送邮件或消息，介绍新加入的同事，包括其职位、职责和所负责的项目- Remind managers to encourage their teams to reach out to their future coworker – for instance, via LinkedIn – to say hi and welcome them into the team
请管理者鼓励团队成员通过 LinkedIn 等渠道主动联系即将加入的新同事，向他们表示欢迎和问候- Remind managers to invite the new hire once or twice to a team meeting or (social) event during preboarding to ensure an even smoother transition on their first day.
建议管理者在入职前阶段，邀请新员工参与一到两次团队会议或社交活动，以便他们第一天能更顺畅地融入。
6. Help draft a 30-60-90-day plan
6. 协助起草 30-60-90 天行动计划
A 30-60-90-day plan, also known as a 3-month plan, can help new employees navigate their new workplace and role. It provides structure and direction around company culture, processes, and expectations.
30-60-90 天计划，亦称作三个月计划，有助于新员工适应新岗位，明确公司文化、工作流程及预期目标，为其提供清晰的指导和框架。
While the 30-60-90-day plan is something managers ideally define together with their new employees, HR plays a key role in facilitating this process.
通常情况下，30-60-90 天计划应由管理层与新入职员工共同商定，而人力资源部门则在这一过程中发挥着至关重要的协调作用。
HR action points 人力资源行动要点
- Create a 30-60-90-day plan template for managers to design their new hires’ plans. For inspiration, multiple examples, and a free template download, go here
为管理者设计新员工入职计划，提供一个 30-60-90 天的计划模板。欲获取灵感、多个案例及免费模板下载，请点击这里。- During the preboarding process, remind managers to have their 30-60-90-day plan ready for new hires and to share it with their new team members according to the preboarding timeline
预登机期间，请管理者确保为新员工准备好 30-60-90 天的工作计划，并按预定的预登机时间表与团队新成员进行分享- Regularly check in with managers and new hires during onboarding to see how things are going.
在入职培训期间，定期与管理者和新员工交流，了解他们的适应情况。
7. Be available and stay in touch
7. 要随时待命，保持沟通
As we’ve discussed earlier, one of the main goals of preboarding employees is to keep them engaged and excited to start their new job.
正如之前所讨论，新员工入职前的一个重要目标，就是让他们保持参与感，并对即将开始的新工作充满期待。
Therefore, it is crucial to stay in touch with them throughout the preboarding period and be available whenever a new hire has questions or concerns.
因此，在入职前阶段与新员工保持沟通极为重要，并应随时准备回应他们的问题或担忧。
HR action points 人力资源行动重点
- Map out the preboarding process and create a timeline, specifying what actions occur at what moment
规划预登机流程，制定详细时间表，明确各阶段的具体行动及其发生时间- Intentionally carve out moments in that process where HR or the new employee’s manager checks in with them
在入职过程中，特意安排时间让 HR 或新员工的直接上级与他们沟通交流- Make it easy for new hires to contact HR and their future manager
方便新员工与人力资源部门及未来的直属经理取得联系- If your organization has a buddy system in place, ensure that the buddy reaches out to their partner during preboarding and that they are also easy to reach.
若贵组织已采用伙伴制度，务必保证伙伴在入职前主动联系其搭档，并确保对方也便于联络。
Preboarding checklist for HR (and managers)
人力资源（与管理者）入职前核对清单
HR tip 人力资源建议
Consider using technology to automate and structure the preboarding process. If your budget allows it, you can implement onboarding software to help you save time on recurring tasks before and after your new hire starts.
建议利用技术自动处理并规范入职前的流程。若预算充足，可引入入职软件，以减少新员工入职前后重复性工作的耗时。
To sum up 综上所述
HR can create a great preboarding experience with these best practices:
HR 可借助以下最佳实践打造卓越的入职前体验：
- Before you develop and implement a preboarding process, make sure you get all the parties involved (founders, managers, IT, legal, etc.) truly onboard.
开发和实施预入职流程前，务必让所有相关方（如创始人、管理层、IT 部门、法务等）都真正参与其中。 - Consider creating a preboarding resources library where managers and others involved can find all the templates, checklists, documents, and other elements they need to do their part in preboarding new employees.
建议设立一个预入职资源中心，使管理人员及参与人员能轻松获取到预入职新员工所需的各种模板、清单、文档及其他必要资料。 - Automate as much as possible. Many preboarding actions are recurring and the same for every new hire. Identify which parts can be automated when mapping out the preboarding process and timeline.
尽可能实现自动化。许多入职前的任务都是重复且对每位新员工一致的。在制定入职前流程和时间表时，应明确哪些环节可以进行自动化处理。 - During their onboarding, ask new hires about their preboarding experience. Use this feedback to keep improving your preboarding process.
在新员工培训期间，征求他们对入职前体验的意见。根据这些反馈不断优化您的入职前流程。
FAQ
预登机指的是什么？
Preboarding refers to the period between the moment when a candidate signs their employment contract and their first day on the job.
入职前阶段是指从候选人签署雇佣合同起，到他们第一天上班为止的这段时间。
在预入职阶段会有哪些流程？
The pre-onboarding or preboarding period aims to do two things: i) stay in touch with new hires and keep them engaged, and ii) send them all the info they need to prepare for their first day.
入职前的预入职阶段主要有两个目的：一是与新员工保持沟通，保持他们的积极性；二是向他们提供所有必要的信息，帮助他们为入职第一天做好充分准备。
预登机与入职培训有何不同？
Preboarding takes place before a new hire starts their new job, while onboarding begins on the first day of their new job. Also, preboarding is mostly about keeping people engaged and ready to start, while onboarding is (predominantly) about getting new employees operational.
预入职发生在新员工正式上班前，入职培训则始于他们工作的第一天。预入职侧重于保持新员工的参与度和准备状态，而入职培训则主要关注让新员工能够顺利开展工作。
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Are you ready for the future of HR?
您准备好迎接人力资源管理的未来了吗？
Learn modern and relevant HR skills, online
在线掌握既现代又实用的人力资源技能
