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 Stroud Resourcing  or simply call us on 01904 239910.