The key to pre-boarding and onboarding is to get off to a good start. A well-planned onboarding procedure makes new hires feel welcome and included from the moment they arrive. Yet practice proves obstinate: many organisations still spend too much time on individual administrative actions before the first working day, which causes delays, mistakes and a rather poor first impression. This is a chance wasted, because that first period is crucial for motivation and commitment.
We help you streamline pre-boarding and onboarding. With a secure tool in Payroll Loket and strategic HR advice, we will ensure a seamless process: from collecting personal data to a warm welcome in the workplace. This way, you reduce the risk of mistakes, increase commitment and lay the foundation for a long-term collaboration.
Our HR advisers outline your current onboarding process, provide targeted advice and implement improvements. The pre-boarding tool assists new employees with secure data entry and automatic transfer to the Payroll Loket, ready for seamless employment.
You benefit from a streamlined process that significantly reduces the administrative burden around onboarding. You save time, avoid errors and have faster insights into personnel information. As new employees settle in faster and commit faster to your organisation, you reduce the risk of premature turnover of staff and the associated costs.
Grant Thornton Netherlands is a member of Grant Thornton International Ltd (GTIL), one of the world's largest networks (#7) of independent accounting and advisory firms, with 76,000 professionals in 156 markets. From eight Dutch offices, more than 700 professionals support our clients with advice and guidance in the fields of accountancy, tax, and (financial) advisory. We deliver world-class expertise in a way that seamlessly aligns with each client's unique situation. We operate from a solid foundation with a flexible and results-driven mindset.
Pre-boarding is the process between the time of signing the contract and the first working day of a new employee. While often underestimated, this is the stage when a connection needs to be built. New employees may feel insecure or consider other options during this period.
Clear communication even before the first working day, arranging practical matters (such as ICT and access pass) and welcoming a new employee digitally in advance, will prevent noise in the communication process and increase the chances of someone actually starting in the job. For you as an entrepreneur, this means fewer drop-outs, better preparation and ultimately faster employability.
Pre-boarding prevents new employees from dropping out by actively involving them in your organisation even before day one. Particularly in the weeks between signing the contract and the start date, there is a risk that someone withdraws or accepts a seemingly more attractive offer.
People feel seen and appreciated by for instance giving access to a digital platform, sending a welcome message or planning an introduction to the team. For you as an employer, this means fewer last-minute gaps in planning, reduced recruitment costs and a better first impression. Pre-boarding increases the chances of a loyal and motivated starter.
The costs of pre-boarding and onboarding include time, HR commitment and possibly investment in a tool or platform. Yet, the benefits are many times greater. Good onboarding reduces the time to productivity: new employees are on average onboarded 30% faster. It also reduces the staff turnover in the first few months, saving you from having to go through repeated recruitment and onboarding. It also increases commitment, which increases performance and long-term retention. For entrepreneurs, it is a strategic investment: it strengthens your employer brand, reduces the cost of failure and ensures a smoothly running team from day one.
As a result of the 2026 conflict in the Middle East, multinational companies are tackling how to manage their international employees across the region, both assignees and local hires.
Employee participation has moved to the centre stage in the Dutch mid-market and scale-up landscape.
On 10 March 2026, the European Parliament adopted the EU Talent Pool Regulation. The Regulation introduces a new EU-wide digital platform designed to help employers find talent from outside the EU.
