Onboarding statistics and trends in 2025

First impressions shape how people experience their new workplace. From the moment a new hire walks through the door—whether virtually or in person—the onboarding process sets the tone for their journey. When it’s thoughtful and engaging, new hires feel welcome, connected, and set up for success. This strong start fuels long-term engagement, productivity, and satisfaction. Without it, new hires may struggle to find their footing or question their future with the company.

But what does the data say? Onboarding statistics reveal just how much a structured, engaging process impacts retention, performance, and overall company culture. From boosting productivity to increasing long-term commitment, the numbers highlight why investing in onboarding is essential.

This article explores the power of onboarding and shares key statistics and trends to help you create a seamless, engaging experience that supports your people from day one.

<<Get started building a seamless process with this free onboarding checklist.>>

Why is effective onboarding so important? 

According to the Harvard Business Review, it’s common for people to be anxious when starting a job, usually due to the pressure of making a good impression, dealing with new faces, and managing their new duties. Effective onboarding gives new team members direction and clarity, minimizing first-day jitters and helping them feel confident in their new roles. 

A supportive onboarding process introduces new joiners to their roles and responsibilities, company culture, policies, and the people they’ll work with. It supports the seamless integration into an organization, laying the foundation for great relationships and longevity. In fact, organizations with onboarding that encourages team building have 50 percent higher retention. Organizations also benefit from the person’s productivity, performance, and long-term loyalty—ultimately reducing hiring and training costs. 

Onboarding statistics to know in 2025

Here are some key onboarding statistics that highlight its impact and why it’s important to invest in a great experience even before day one.

Preboarding statistics

1. A great preboarding process can improve the retention of new joiners by 82 percent—and reduce the number of non-starters 

Preboarding is the step before onboarding, when new hires get to meet the organization and take care of some bureaucratic details before their first day. Providing a welcome message, key resources, and a chance to connect with future colleagues creates a sense of belonging, reinforcing their decision to stay and making the transition smoother. 

2. About 50 percent of selected candidates who accept a job offer back out before starting 

Use a strong preboarding process to keep them engaged. Before a person’s first day, maintain consistent communication, make team introductions, encourage the person to ask questions, and send important paperwork ahead of time.

3. Successful companies are 35 percent more likely to begin the onboarding process before their people’s first day 

Best-in-class companies understand that it is important to show new team members that the company values them from the start. That’s why they’re more likely to preboard people and enjoy the benefits of preboarding, such as higher engagement, lower time to productivity, and higher retention. 

4. Sixty percent of people report not having a preboarding process 

Many companies don’t offer preboarding despite its benefits. Without preboarding, people may struggle to get up to speed before their first day.

5. Preboarding can help new team members feel prepared for their work and acclimate to the company culture Preboarding introduces job responsibilities, outlines expectations, and provides early opportunities to connect with colleagues. Learning about company values and workplace dynamics before day one helps new hires adjust faster and feel a stronger sense of belonging.

6. Organizations that don’t provide a preboarding experience are more likely to lose new joiners during their first six months on the job

Effective preboarding is a prelude to great onboarding. It can reduce turnover, drive engagement, and set the cultural tone for new team members.

7. Preboarding can build and maintain a team member’s excitement leading up to the first day

Early engagement helps new hires feel motivated and ready to start strong. Simple actions, like sharing a “get to know the team” video or sending a personalized welcome message, can create a sense of connection and build anticipation for day one.

Statistics on employee engagement during onboarding 

8. Gallup’s research reveals that 44 percent of new joiners who feel connected at work recommend their workplace to others 

Onboarding strengthens new team members’ connection to their employer, building a sense of commitment from the start. This deeper engagement benefits the entire organization—motivated team members are more likely to become brand ambassadors, actively promoting the company and helping attract top talent through positive recommendations.

9. People report that their onboarding experience is better if a manager actively guides them through it

The relationship between a manager and a team member is crucial at every stage of the journey. According to Gallup, when managers are actively involved in onboarding, new hires are 3.4 times more likely to describe their experience as exceptional. Having a manager guide and support them from the start helps new team members feel more engaged, confident, and set up for success.

10. Poor onboarding can lead to reduced engagement

When organizations fail to provide a strong onboarding experience, new hires struggle to connect with their work and teammates. Some leave early, while others stay but remain disengaged and unproductive. 

11. Companies that retain top talent through effective onboarding see 60 percent increase in revenue per full-time team member

A strong onboarding experience reduces turnover, ensuring team members stay engaged and contribute to the company’s success. Personalize onboarding, provide mentorship, and equip new hires with the resources they need to succeed in their roles and help drive revenue. 

12. Organizations with a strong onboarding process see a remarkable productivity boost exceeding 70 percent

Streamlining workflows, offering clear training paths, and integrating team members into company culture early help eliminate common roadblocks to performance. Leverage technology to automate administrative tasks, provide structured learning modules, and ensure continuous feedback so new hires feel supported and ready to contribute.

Statistics on the impact of onboarding experiences 

13. Almost 90 percent of people report being engaged at work after an effective onboarding experience

Creating an interactive, engaging experience—whether through buddy programs, regular check-ins, or early involvement in projects—ensures new hires feel connected and motivated to succeed. Focus on building meaningful connections, encouraging open communication, and reinforcing company values.

14. Almost 80 percent of team members believe that easy access to information during onboarding plays an important role in enhancing productivity and keeping them engaged

Effective onboarding strikes a balance—providing the right information at the right time. Some organizations overload new hires with too much at once, while others lack a centralized hub for key resources. 

15. 42 percent of people say their company’s information is scattered across too many platforms, making it difficult to find what they need

A streamlined, well-organized onboarding experience helps new team members access relevant information without feeling overwhelmed. Creating a single source of truth—such as an intuitive HR platform or knowledge base—helps new hires quickly find the resources they need, boosting confidence, clarity, and engagement from day one.

16. More than 32 percent of people describe their onboarding experience as confusing, 24 percent as boring, and 74 percent as unsuccessful 

New team members typically see their onboarding experience as a reflection of what their time at the company will be. People who have confusing, boring, or inadequate onboarding are more likely to leave the organization. 

17. People who had a negative onboarding experience are more than 50 percent likely to look for a new job

A great onboarding experience makes a big difference—people who feel supported from the start are more likely to stay and thrive. In contrast, those with poor onboarding are twice as likely to leave, leading to costly turnover and disruption. 

With United States (US) businesses spending up to $3,000 per new hire on onboarding, every early departure is a missed opportunity. A well-structured onboarding process builds trust, boosts engagement, and fosters long-term commitment. Investing in a smooth transition not only saves time and resources but also strengthens relationships and sets people up for success.

18. VR training programs can increase retention rates by 30 to 50 percent

One way to impress new team members and keep them engaged is by implementing virtual reality in your onboarding. The number of companies using VR for onboarding has gone from five percent in 2020 to 11 percent in 2021. VR provides an immersive and fun experience for new people, leading to higher job satisfaction and employee retention. 

19. Only 12 percent of people strongly agree their company has a great onboarding process

Average isn’t enough—exceptional onboarding creates a lasting impact and drives long-term commitment. Optimize your onboarding experience with checklists, training programs, and onboarding software to streamline processes and ensure consistency.

20. Almost 70 percent of people are likely to stay with a company for three years if they had a good onboarding experience 

When new hires feel supported, valued, and set up for success, they are more likely to stay committed and loyal. Create a structured onboarding plan that extends beyond the first few weeks, incorporating career development discussions, regular check-ins, and clear growth opportunities.

<<Download these free onboarding templates to start new joiners off on the right foot.>>

Remote onboarding statistics and trends

21. Approximately 63 percent of remote team members feel that their training during onboarding was inadequate and 60 percent report feeling disoriented after their remote onboarding experience

Remote joiners are more likely to feel undertrained and disconnected without an intentional onboarding process. Companies can improve their experience and reduce turnover by refining remote onboarding through structured training programs, interactive learning sessions, and clear communication. Leveraging video calls, virtual mentorship, and digital onboarding platforms helps new hires receive the guidance and support they need to integrate successfully.

22. More than 50 percent of organizations have transitioned to online applications, virtual hiring, and virtual onboarding since the COVID-19 pandemic

The shift to virtual hiring and onboarding has made it easier to attract global talent, but it also requires companies to rethink how they engage and support new people. A strong virtual onboarding strategy builds engagement, reduces early turnover, and sets team members up for long-term success.

23. Up to 39 percent of remote people say their organization did not configure technology properly when they started their new job 

A smooth tech setup helps remote hires focus on their work instead of troubleshooting problems. HR leaders can work with IT teams to prevent issues by setting up cloud-based solutions, granting access before day one, and staying available to resolve issues quickly. 

24. New joiners who onboarded remotely report higher rates of confusion than people onboarding in-office

Thirty-six percent of people onboarded remotely found the onboarding process confusing, slightly higher than the 32 percent of in-office team members who encountered the same challenges. 

25. Remote joiners who received comprehensive onboarding were almost 20 percent more likely to feel satisfied with their job

A well-designed remote onboarding experience helps new hires feel confident, connected, and equipped for success. Companies can enhance remote onboarding by incorporating virtual team-building activities, clear role expectations, and ongoing support, ensuring new hires feel engaged and valued from day one.

<<Use this free remote onboarding checklist to boost retention.>>

Onboarding costs statistics 

26. In the United States, large organizations can spend over $3,000 per team member during onboarding

Onboarding is an investment in long-term success. Companies dedicate resources to training, technology, and support to help new hires adjust. While costs vary based on factors like budget, industry regulations, and job complexity, organizations that invest in strong onboarding see better retention, faster productivity, and greater overall impact.

27. Organizations with a structured onboarding process see a reduction in total onboarding costs 

Although organizations may spend more upfront to build a strong onboarding process, the long-term benefits outweigh the initial expense. A structured system creates consistency, allowing companies to train new hires efficiently and reduce onboarding costs per person. Standardized procedures eliminate wasted resources, streamline training, and improve retention. 

28. Soft costs make up more than 60 percent of a company’s total hiring and onboarding costs

Hard costs in onboarding include the development of training materials, subscription to learning management systems, processing paperwork, and the cost of external training and hiring a facilitator. Soft costs include the time managers invest in supporting the onboarding process. While these efforts require time and resources, they pay off by creating a more engaged, confident, and productive team.

29. The average small to medium-sized business in the US spends $600 to $1,800 onboarding a new joiner 

Smaller businesses operate with tighter budgets, often leading to a more streamlined onboarding process that focuses on efficiency, personalization, and hands-on support. Small HR teams can leverage mentorships, digital tools, and structured training that helps new hires integrate quickly and contribute effectively.

30. Some companies allocate as much as 14 percent of their learning and development (L&D) budget to onboarding 

Organizations are increasingly recognizing the importance of onboarding and adding it to their learning and development budget. Research by Training Magazine reveals that large organizations allocate 13 percent of their L&D budget to onboarding new people. Medium-sized companies budget 11 percent, and small organizations budget 14 percent. 

31. Overall onboarding expenses can range from $7,500 to $28,000 in hard costs

Hard costs include job board fees, background checks, training for the new joiner, and benefits as a percentage of total compensation.

Other interesting onboarding statistics and trends 

32. Companies with structured onboarding experience a 63 percent year-over-year increase in customer satisfaction 

When team members receive clear training, understand company values, and feel confident in their roles, they deliver better service and stronger results. Well-prepared people lead to happier customers.

33. Reonboarding team members is becoming more popular 

Reonboarding is the process of reintroducing existing team members to company culture, policies, and expectations—often after a role change, extended leave, or organizational shift. It’s a great way to check in with team members, provide clarity on their roles, and support their career paths. Reinforcing engagement and alignment can revitalize a disengaged team and boost employee retention by 43 percent.

34. Up to 52 percent of HR managers believe in empowering team members to manage their own onboarding experience using HR technology

Using HR tech allows people to progress at their own pace, reducing information overload and minimizing the workload for managers. This approach saves time and can cut onboarding-related tasks by 58 percent.

35. Gen Zers are more likely to feel satisfied with their onboarding experience compared to Gen Xers

Onboarding plays a bigger role in shaping the experience for Gen Xers, who often feel less satisfied with the process. While Gen Zers adjust more easily and express greater satisfaction, they also show a higher tendency to leave their jobs early. A well-structured onboarding process can help both generations feel more engaged and committed long-term. 

36. The most effective organizations onboard new hires for the duration of their first year

Extending onboarding throughout the first year helps new hires fully integrate into the company, build long-term connections, and grow in their roles. Best-in-class organizations achieve this by providing ongoing training, mentorship, and career development opportunities. 

Provide a great onboarding experience to build a strong company culture 

The first few weeks shape how new hires engage with company values and expectations. Introducing them to workplace culture early helps them adapt, understand work styles, and feel aligned with the organization’s mission. A thoughtful onboarding experience reinforces these values, making them a natural part of daily work.

The newest generation of workers ranks company culture as more important than financial rewards, so building a strong company culture through onboarding is more likely to increase engagement, retention, and happiness. 

Ready to give your people a great onboarding experience? 

<<Download this free onboarding checklist to properly welcome new joiners.>>

Onboarding statistics FAQs

How many employees leave due to poor onboarding?

Research by Paychex reveals that up to 80 percent of new team members who feel undertrained and dissatisfied after their onboarding process leave their jobs. Organizations can reduce the number of people who leave due to poor onboarding by keeping the onboarding process simple, addressing career development, and assigning a mentor or buddy. 

How do you measure success for onboarding?

You can measure success for onboarding by tracking metrics that help you understand new team member’s experiences, how fast they’re integrating into the company, and whether they’re happy about their job and the organization. The metrics you decide to track depend on your organization, but four key metrics to look at include:

• Onboarding completion rate: The percentage of people who complete the onboarding process
• Employee retention rate: How many people decide to stay with the company after onboarding
• Time to productivity: How quickly new team members become productive in their jobs after starting
• Engagement and satisfaction: Tracks the sentiment and happiness of new people in their first month, first three months, and first year at the company

Measuring the success of your onboarding using metrics allows you to find potential issues in the onboarding process and make necessary adjustments to improve its effectiveness. 

How long should employee onboarding last?

Most human resource industry leaders and experts agree that onboarding should last at least three months. Some organizations’ onboarding period reaches up to a year—especially for complex jobs where new people require extensive training and mentoring.