Send one link to the new hire's personal email. They complete their profile, upload and sign documents without a PeopleForce account, and their answers go into the employee profile.
Form builder
HR builds a preboarding form once and uses it for every new hire it is sent to. Each section of the form is assembled from blocks. A company can keep several forms and choose which one to send or to attach to each new hire form.
New hire experience
The new hire opens the form from the email link and completes it section by section, with no account to create. Progress is saved after every section, so the form can be finished in several sittings before the start date.
Documents
Documents are part of the preboarding form. The new hire uploads what HR asks for, reads the documents the company attached and signs the ones that need a signature. A section with a document to sign can be completed only after the document is signed.
Learn more about eSignature
Automation
Attach workflows to a preboarding form, and they start when the new hire submits it. Each workflow starts for employees who match its conditions. For example, IT, the manager and HR get their tasks as soon as the new hire submits the form.
Sending
Attach a preboarding form to a new hire form, and it is sent automatically when HR creates an employee through that form, including an employee created from a hired candidate. The invitation goes to the new hire's personal email, with the subject and text you set for the form.
Sending on employee creation. When a preboarding form is attached, the new hire form requires a personal email, so every invitation has an address to reach.
Sending from the employee profile. Choose a preboarding form and send it from the employee profile when the employee already exists.
Reminder after a set number of days. If the form is not submitted, the new hire receives one reminder email the chosen number of days after the invitation.
Employment types
A company can keep a separate hire form and preboarding form for each legal entity, country or type of employment it works with. A full-time employee, a contractor and a temporary worker each receive the questions and documents that apply to them.
Full-time employee
Personal details, children and education, and an employment contract generated from the answers for signing.
Contractor
Company and payment details in a custom table, and a service agreement signed inside the form.
Temporary or freelance
A short form with personal details, requested documents and a fixed-term agreement to sign.
When the new hire submits the last section, the answers are written to the employee profile, so HR does not type them in again.
Profile photo
The photo the new hire uploads in the form becomes the photo in their employee profile.
Profile and custom fields
Answers to profile questions, including the custom fields a company adds, are written to the same fields in the employee profile.
Experience before hire and custom tables
The new hire's experience before hire is saved to their profile, and the rows they fill in for custom employee tables are added to the matching tables.
Children and education
Entries about children and education go to the profile sections that store them.
Core HR
Preboarding covers the time between creating the employee and the hire date: the new hire form sends the preboarding form, the submitted form updates the profile and starts workflows, and onboarding workflows scheduled by the hire date continue from the first day.
HR creates the employee, including from a hired candidate, and the preboarding form is sent.
More in Core HR
Everything waiting for each new hire, from onboarding and documents to the org chart, policies and the employee directory, in one connected system.
Onboarding that continues from the hire date
Workflows scheduled by the hire date assign tasks, emails and courses for the first days, so the work started in preboarding carries on after the new hire arrives.
Onboarding that continues from the hire date
Workflows scheduled by the hire date assign tasks, emails and courses for the first days, so the work started in preboarding carries on after the new hire arrives.
Beyond the features
You go live in weeks and can add the rest of HR when you’re ready.
Live in up to four weeks
A dedicated success manager guides your setup, and it’s included in your plan at no extra cost.
Support in your language
Real people on our support team answer, with a first reply in about two minutes and 98% satisfaction.
Room to grow
Start with Core HR and add Recruit or Perform later, all on the same employee record.
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Certifications, granular access and full control over what happens to your data.
Best SupportWalk through the new hire form, the preboarding form, document signing and the workflows that follow with a product specialist.
