13 Surprising Employee Onboarding Statistics in 2023
16/08/2023 12:30 PM
Onboarding is a key component of new hire induction and orientation. Just as agencies often use recruitment software during the hiring process, organizations also need onboarding processes for new staff. Today, more and more organizations are channeling their efforts into building structured onboarding experiences for their employees. In return, they’re reaping benefits like increased productivity and better employee retention.
Today there are numerous technologies and solutions to help organizations create an active onboarding experience for employees. But what do the employee onboarding statistics say about the process?
An effective onboarding process boosts retention of new hires by 82%
In a well-known study for Glassdoor by the Brandon Hall Group, researchers found that a strong onboarding process improved new hire retention by 82%. Additionally, it was found that strong onboarding also improved the productivity of new hires by over 70%.
On average, new hires are given 54 onboarding tasks to complete
Onboarding involves filling out forms like surveys and other paperwork, meeting the team, arranging a workstation, and learning how to do many other things such as how to arrange a meeting room booking and access the company’s unified communications platform. According to Sapling, on average, new hires are given 54 onboarding tasks to complete.
The volume of onboarding tasks can be a negative experience for the new hire if they are not organized and easy to follow. Starting a new role is difficult enough as it is, but the added pressure of excessive paperwork and tedious tasks can be overwhelming for new hires.
HR managers must learn how to use onboarding templates and automation to streamline the more mundane tasks and leave room for more important things like team introductions in huddle rooms.
58% of companies admit that they focus on processes and paperwork when onboarding new hires
Every organization has a library of documents and contracts that need to be signed by new hires. In fact, research indicates that 58% of companies admit that they focus on processes and paperwork when onboarding new hires. This process can be made easier through the use of contract lifecycle management software, which aids in the creation, management, and organization of contracts at the various different stages of their development and usage.
This means that during the onboarding process, there’s not a lot of time available for activities like training, team building, and interactions with management.
41% of employers think that not having a structured onboarding process is detrimental to their organization
Onboarding can often be a first-day introduction where employees are asked to sign some forms and then get to work. The onboarding process may be as simple as a manager asking, “any questions?”.
A study found that 41% of surveyed employers believe that a lack of structured onboarding harms their company. In addition, 36% of companies don’t have any structured onboarding process at all.
2 in 5 HR managers spend at least 3 hours collecting onboarding information manually
A report from CareerBuilder found that two in five HR managers who don’t capture onboarding information electronically spend three hours or more onboarding each new employee. This time is spent manually collecting and processing onboarding information that could be automated.
Many businesses are reluctant to inspect and make changes to their onboarding processes. The most efficient way to expedite onboarding is to eliminate as many of the manual tasks, like paperwork and data entry, as possible.
35% of employees state that excellent training and development make an organization appealing to work for
A study by PWC asked Millennials which things they believed make an organization an attractive employer. The results saw training and development as the third most popular response, with 35% of respondents claiming it was important.
And another of the more interesting employee onboarding statistics was that 74% of respondents were willing to retrain and learn new skills to remain employable.
Organizations with standard onboarding processes experience a 50% increase in productivity
The Society for Human Resources Management (SHRM) found that when organizations have a standard onboarding process, new hires are 50% more productive.
Any increase in new hire productivity means organizations save time and money. And more productive employees are typically happier employees.
69% of employees state that they’re more likely to remain with a company if they receive a great onboarding experience
Onboarding and retention are directly related. The onboarding process is your organization’s first chance to draw a new hire over to your side and embrace the company culture. One of the onboarding statistics found by a study states that 69% of employees are more likely to stay with a company for three years if they received a great onboarding experience.
Positive onboarding boosts employee retention rates significantly, fostering company loyalty.
78% of employees feel that an onboarding program leads to a positive attitude toward their employer
A Vlerick-Talmundo survey found many perceived benefits for recipients of company onboarding programs.
A vast majority (78%) of respondents feel that onboarding programs helped give them a positive attitude toward their employers and create a positive candidate experience. And 73% of respondents felt onboarding increased their engagement with their jobs.
43% of new hires waited more than a week for workstation logistics and tools to be in place
A survey found that 43% of employees were still waiting to get basic workstation logistics and tools in place after more than one week. That means they couldn’t even hope to perform their roles and responsibilities. And 18% of respondents still hadn’t received the necessary work tools even though they had been working for the company for over two months.
Additionally, only 53% of employers know how to monitor and assess the success of their current onboarding processes.
Employees who have positive experiences in their first 90 days at a company are 10 times more likely to stay
You need to create lasting and positive experiences for every employee, including new hires. In an onboarding studies report, a secret to success was discovered. Give employees an early great experience (during the first 90 days), and they’ll want to stay.
In fact, great experiences led employees to be ten times more likely to stay with a company for a long period compared with those who had poor experiences during their first 90 days.
94% of employees would stay at a company longer if the company invested in their learning and development
People want help from management and team leaders while performing their job. A LinkedIn Learning Report found that if companies invested in coaching, training, and education opportunities, they’d likely retain 94% of those surveyed.
Onboarding and retention go hand in hand. Invest in the development of your staff, and they’ll reward you with improved productivity, new skills, and longevity.
37.4% of HR professionals find remote onboarding to be the main challenge when filling a job position
There are many benefits of remote and hybrid workforces. And projections show that remote work is here to stay and may grow in popularity. A recent survey found that 37.4% of HR professionals indicated onboarding was the number one concern regarding filling a job position with remote employees.
Remote onboarding has emerged as a formidable obstacle for HR professionals, with 37.4% identifying it as their primary hiring challenge. The shift to virtual integration, while fostering safety and flexibility, presents unique hurdles. Establishing a seamless connection between new hires and company culture becomes intricate without face-to-face interactions.
Overcoming this hurdle demands innovative solutions, including comprehensive digital resources, interactive training modules, and mentorship programs. Striking a balance between remote efficiency and nurturing a sense of belonging poses an ongoing challenge, prompting HR to recalibrate strategies. Adapting to this dynamic landscape is pivotal for successful talent acquisition and retention.