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Partnering with SME companies throughout East Anglia, Michelle Denny Recruitment is a recruitment agency which specialises in personalised recruitment consultancy services in Norfolk and Suffolk to help you discover that elusive new member of staff at a budget that suits you.

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With different campaign options to meet your requirements and innovative marketing strategies to captivate worthy candidates, we'll present you with a refreshing, no-fuss approach to recruitment. Whether you need a comprehensive recruitment drive with full support, or a simple campaign to find you candidates to review in-house, we'll work with you as an extension of your team, to understand your business and the people within it. 

Clients

THIS WAY TO HIRE

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We'll introduce you to companies with job opportunities across Norfolk, Suffolk and beyond that share your values and understand your career aspirations so you can feel confident in your job search. With guidance, support, constructive feedback and consistent communication as standard throughout our approach, Michelle Denny Recruitment Consultancy looks beyond your CV to discover what makes you, you!

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With a clear direction, straightforward application process and ongoing recommendations, we’ll provide you with the ultimate match-making service to help you find the right job, in the right company, with the right team. Learn more, view our current vacancies and upload your CV to register for upcoming roles too.

Candidates

THIS WAY TO A NEW JOB

Preboarding: What Happens After Your Brilliant Candidate Say Yes?

  • Michelle Denny
  • 1 day ago
  • 3 min read

Why your onboarding starts the moment the offer is accepted and not on day one.


The offer’s been made. It’s been accepted. Everyone breathes a sigh of relief. Job done?

Not quite.


The period between offer and start date is one of the most overlooked and riskiest stages in the hiring process. It’s when uncertainty can creep in. When other offers might emerge. And when the confidence a candidate felt at interview can quietly begin to fade.


At MDR Consultancy, we partner with you to secure great people and keep them. That includes not just the recruitment process itself, but the human experience that follows.


Preboarding is a key part of that.


What Is Preboarding and Why Does It Matter?


Preboarding is everything that happens between offer acceptance and the first day. It’s not formal onboarding, but the bridge to it.


Done well, it:

  • Reinforces the decision the candidate has made

  • Keeps them warm, engaged and confident

  • Builds a sense of belonging before they walk through the door

  • Reduces the risk of dropouts or day-one nerves


It also sends a clear signal: your business is organised, people-focused, and invested in their success.


Why This Stage Often Gets Missed


For many businesses, it’s not a deliberate oversight. Once the offer is done, attention shifts to paperwork, handovers, or the next vacancy.


But while you may be moving on to the next task, your candidate is still in transition. They’re:


  • Busy with the handover of their role with their current employer

  • Fielding possible counteroffers or last-minute outreach by other agencies

  • Hoping you’re still as enthusiastic about them as you were at interview


Without meaningful contact, doubts can grow. Questions arise:


“Did they really mean what they said during the process?”“Are they still keen for me to join?”“Have I made the right move?”


It doesn’t take much for early energy to start slipping away.


What Good Preboarding Looks Like


You don’t need HR software or an elaborate workflow. Good preboarding is thoughtful, consistent, and human.


Here’s what we suggest:


1. Welcome and Confirmation


Send a personal message confirming the offer and what happens next.Include key details like start date, location, hours, and who they’ll meet on their first day.Be specific. Vagueness creates uncertainty.


2. Contracts and Admin


Sort the paperwork promptly.Be clear about timelines for any checks, equipment, or onboarding prep.Let them know when to expect updates, even if nothing’s changing.


3. Stay in Touch with Intention

Follow up after the contract is returned. Don’t wait until the week before they start.Share updates on the team or relevant company news.Consider sending an informal team intro, short video, or check-in call.


4. Build Connection Early


If there’s a company social, invite them along.Ask light, personal preferences if appropriate like desk setup or welcome gift ideas.If relevant, introduce them to your business culture in a warm, low-pressure way.


Preboarding doesn’t need bells and whistles. It just needs to feel intentional.


How MDR Supports Preboarding


Here’s how we help strengthen this critical stage:


  • Confirming and communicating clear next steps

  • Flagging potential risks like counteroffers, long notice periods or second thoughts

  • Helping you present your business as confident, engaged and organised

  • Supporting with sensitive pre-start conversations if needed

  • Managing expectations on both sides

  • Keeping communication warm, consistent and professional


When handled well, preboarding becomes an asset not an afterthought.


Final Thought


You’ve worked hard to attract and secure the right person. Silence or delay at this stage can weaken the connection you’ve built.


Whether you're a business owner, hiring manager or someone managing multiple roles, your preboarding process sets the tone. It shows your new hire that they’re joining a team that follows through and wants them to succeed.


If you’ve had candidates drop out, show up disengaged or need reassurance through long notice periods, it may be time to review your approach.


We’d be glad to offer a second opinion whether it’s preboarding or any other part of your hiring process. Just get in touch and we’ll be happy to help.

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