35 Employee onboarding statistics HR managers need to know in 2025

Why is onboarding important for your company?

A strong onboarding process is crucial for employee engagement, productivity, and retention. Yet, many organizations treat it as an administrative checklist instead of a strategic priority.

This creates a gap between a new hire's potential and their actual performance. To understand the true stakes, we need data. And they offer a clear picture, highlighting the costs of poor onboarding, the rewards of a great process, and the essentials of a modern program.

Use these onboarding statistics to guide your strategy and demonstrate the undeniable value of a great employee experience.

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The high stakes: Retention & turnover

The first few months of an employee's journey are a critical window of vulnerability and opportunity. The data shows a direct link between the onboarding experience and an employee's decision to either leave within a couple of months or stay for years.

1. 70% of new hires decide if a new job is the right fit within the first month, with 29% knowing within the first week. (BambooHR)

The probation period works both ways. With 44% of new hires experiencing regrets in their first week, your onboarding must immediately and consistently reinforce that they made the right choice. You have no time to waste in making a positive impact.

2. Companies have just 44 days on average to influence a new hire's long-term retention. (BambooHR)

This short window means you have to act fast. Every meeting, conversation, and training in the first weeks is important. You need to build trust and show them they are valued from the very beginning.

Tip: Start before day one with preboarding to build a connection with your new hires

3. 62% of employees say their impressions from the first day remain accurate. (BambooHR)

There’s some real truth to the expression ‘'You never get a second chance to make a first impression”.

How someone feels on their first day often sticks with them. A messy or unwelcoming start can create a lasting bad feeling, while a smooth and friendly beginning builds a strong, positive foundation with long-term effects.

4. Employees who have a negative onboarding experience are 2x as likely to look for new opportunities. (Digitate)

A poor beginning does more than just create temporary unhappiness; it actively pushes employees toward the exit. 

This connection is especially important because 42% of all turnover intent can be explained by looking at the employee experience and engagement (SHRM). Essentially, your onboarding process sets the path for either long-term retention or early departure.

5. 24% of workers have left a job within the first 90 days of starting. (Jobvite)

Your most important defense against this costly early turnover is a robust and engaging onboarding program. This is a key challenge, as 29% of HR professionals say onboarding is their biggest hurdle for improving employee engagement (G2).

6. As much as 40% of overall employee turnover occurs within the first year of employment. (Work Institute)

For many, the reason is a lack of early support and connection. Evidence shows that 42% of departing employees felt something could have been done to keep them, and 45% reported their manager never proactively discussed how their job was going (Gallup).

7. 64% of employees did not have preboarding at all (Talentech/Vlerick)

This is a missed opportunity to build excitement and ease anxiety. Preboarding - the period between signing the contract and the first day - is your chance to send a warm welcome, handle paperwork, and share key information. This effort makes new hires feel prepared and valued from day one, setting a positive tone for their entire journey.

8. New hires satisfied with their onboarding at 90 days are 2x more likely to stay with the company 1.5 years later. (HBR)

Here is the flip side of the problem: the solution. Onboarding isn't a one-week event. A clear plan for the first 90 days is the best way to make sure new hires want to stay for a long time.

9. Only 12% of employees strongly agree their organization does a great job of onboarding new employees (Gallup).

This shows that most organizations are not setting up their new hires for success. But this also means there is a huge chance for you to do better and stand out.

10. Organizations with a strong onboarding process improve new hire retention by 82%. (Brandon Hall Group)

This is the ultimate benefit. While it requires an initial investment, a strong onboarding process gives you a great return. It directly improves retention, protects your hiring budget, and creates a stable workforce.

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The Financial & Productivity Impact

The cost of poor onboarding hits the bottom line directly.

11. The average cost per hire for U.S. companies is approximately $4,700. (SHRM)

If a new hire leaves soon after, this entire investment, including recruiting, training, and more, is wasted. That's why effective onboarding is critical for achieving a return on your recruitment spending.

12. Replacing a salaried employee can cost 6-9 months of their salary. (Centric HR)

This high price includes recruitment fees, training the new person, and their salary. You also lose money from the empty desk and the time it takes for the new employee to learn the job. For leadership roles, the cost can be even higher: over double the employee's annual salary. Keeping good employees is a major financial win.

13. Organizations with a strong onboarding process improve productivity by over 70%. (Brandon Hall Group)

Onboarding is a productivity engine. A well-onboarded employee reaches full capacity faster and with more confidence, directly contributing to your team's and company's output.

The Pitfalls: Information Overload & Frustration

A confusing or frustrating onboarding process can undermine confidence & productivity and cause frustrations right away.

14. 81% of new hires feel overwhelmed with information during onboarding. (Glean)

Dumping manuals, policies, and systems on a new hire in the first week is counterproductive. Instead, ask: "What do they absolutely need to know right now?" Prioritize these subjects, space out the information, and use short, focused lessons.

15. 42% of new hires find that information is too scattered throughout different platforms (Glean)

When new hires have to search through emails, shared drives, and multiple apps for basic information, it creates frustration and slows them down. An onboarding app that serves as a single, central hub for all resources, tasks, and contacts is a simple way to create a clear path for new employees.

16. 65% of new hires report having no clear points of contact for questions as a top frustration. (BambooHR)

Uncertainty is a major stressor. Provide a clear "who to ask for what" guide that includes HR, IT, the manager, and the onboarding buddy to prevent new hires from feeling lost.

17. 62% of new hires report insufficient training on company products/services (BambooHR)

This leaves them feeling ineffective and unable to confidently do their jobs. Dedicated product training is essential to turn new hires into capable team members.

18. Many new hires face problems with tech: 58% lack access to essential tools, while 51% experience technical issues like malfunctioning computers (BambooHR).

A simple login issue can derail an entire first day… When logins, software, and systems aren't ready on day one, productivity grinds to a halt. A flawless IT setup is a basic requirement for a good start.

19. Only 29% of new hires feel fully prepared and supported to excel in their role after onboarding. Gallup)

To succeed, new hires need answers to five questions, according to Gallup: What do we believe? What are my strengths? What is my role? Who are my partners? What is my future here? Answering these creates a confident, connected, and prepared employee.

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The Power of People: Managers & Buddies

Onboarding isn't an HR-only process. The active involvement of managers and peers is a game-changer.

20. When a manager takes an active role, employees are 3.4x more likely to feel their onboarding was successful. (Gallup)

The manager is the most important factor in onboarding success. Train your managers on their onboarding responsibilities and equip them with the tools to build a strong, supportive relationship from the start.

[.callout-smart] Read all about the onboarding stakeholders and how to involve them.[.callout-smart]

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21. New hires are 3x more likely to be highly satisfied with onboarding if a leader connects with them daily in the first month (OC Tanner).

Even meeting a few times a week doubles the odds. This shows that frequent, early contact from leadership isn't just nice to have; it's a direct driver of a successful experience.

22. 58% of employees see their direct supervisor as the most important source of information. (Talentech/Vlerick)

While HR provides structure, new hires look to their manager for context, priorities, and role-specific guidance. Ensure managers are prepared to be the "go-to" person.

23. 56% of new hires said their onboarding buddy helped them become productive quickly after meeting at least once in their first 90 days (Microsoft). 

But the impact grows dramatically with more contact. Meet 2-3 times, and 73% feel more productive. Meet 4-8 times, and that jumps to 86%. For those who connect more than eight times in their first 90 days, a remarkable 97% say their buddy helped them get up to speed quickly. Consistency is the key to success.

24. 93% of new hires want to shadow a colleague, 87% of new hires hope to make a friend at work, and 86% appreciate support from an onboarding buddy. (BambooHR)

What this means for you: Social integration is a core human need that directly impacts retention. A formal buddy system is one of the most effective ways to fulfill this need and build a sense of belonging.

25. 1 in 5 workers say their company does nothing to help new employees make friends and find support. (BambooHR)

Leaving social integration to chance is a missed opportunity. A structured program that actively builds relationships is a powerful way to make new hires feel they belong.

[.callout-small] See how you can help your new hires connect [.callout-small]

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The Modern Workforce: Hybrid Work & Flexibility

The way we work has changed. Onboarding must now work for people in the office, at home, and everywhere in between. And looking at the stats below, this won’t change anytime soon.

26. 61% of workers are more likely to apply for a job that offers hybrid work, and 23% indicate they would outright decline a role that is fully on-site. (officernd, Jobvite)

Flexibility is now a key benefit job seekers look for. To attract and onboard this talent, your process must be designed for people who aren't in the office every day.

27. 76% of workers said flexibility in when and where they work influences their desire to stay. (Robert Half)

Design a hybrid onboarding experience that blends on-location activities with a digital platform. This allows new hires to get started from anywhere, directly demonstrating your commitment to a flexible workplace.

28. 71% of organizations believe they must do a better job offering equitable onboarding to on-site and off-site employees. (Brandon Hall Group)

Creating an equitable experience goes beyond simply moving the same content online. It requires intentional design: Which moments truly need to be in-person, and which can be digital? How do you ensure remote employees have access to the same informal networks and development opportunities?

The goal is not to create an identical journey for everyone, but to ensure each path - whether in-office or remote - is equally effective, engaging, and inclusive.

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Best Practices & The Future of Onboarding

What does an effective onboarding experience look like? Here’s what new hires expect and what leading companies are doing.

29. Employees report their biggest onboarding frustrations are: not knowing who can answer questions (65%), poor training on company products and services (62%), and technology problems (51%)

The solution is a clear roadmap: Create a simple "Who's Who" guide with key contacts, schedule product training sessions in the first week, and ensure all tech and logins are prepared before Day One.

30. 97% of employees say it's important for onboarding to include training on the tools and software the company uses. (BambooHR)

Don't assume new hires will figure out your tech stack. Proactive, structured training on essential software (from Slack to your CRM) is a fundamental expectation.

31. Nearly all new hires (97%) want onboarding to include a clear introduction to employee guidelines. (BambooHR).

This means going beyond simply sharing a PDF of the employee handbook. Take time to explain the "why" behind important policies, connecting them to the company culture and showing how they create a fair and productive work environment for everyone.

32. An equally high number (96%) want to understand the company's mission statement and core values. (BambooHR).

Don't just state your values; bring them to life. Share real stories and examples from leaders that demonstrate how these values guide decision-making and day-to-day work. Connect daily tasks to the company's goals and make sure new hires understand the link between their role and the company’s mission.

33. 68% of organizations are already using AI in their hiring and onboarding processes. (Leen.AI)

AI is no longer a futuristic concept; it's a present-day tool. You could use it for automating administrative tasks, creating content, personalizing learning paths, and providing 24/7 support to new hires. Falling behind could put you at a disadvantage.

34. 72% of new hires are concerned about asking too many questions when they start a new job (Glean).

The goal is twofold: first, to make critical information easy to find so that they can be self-sufficient. But just as important, ensure they feel secure and supported when they do need to ask for help.

35. 80% of workers say their employer has systems to help new employees find support (BambooHR).

Which is crucial, as new hires are actively looking for connections. The most popular support systems are onboarding buddy programs (38%), coach/coachee systems (38%), and dedicated Slack channels or online groups (26%).

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Conclusion: It's Time to Transform Your Onboarding

The statistics leave no doubt: onboarding is a strategic investment. The risks of a poor process are catastrophic for retention and costs, while the rewards of a great one are immense for productivity, culture, and your bottom line.

By focusing on manager involvement, eliminating frustration, embracing flexibility, and leveraging technology, you can achieve a crucial shift. Transform your onboarding from a simple orientation into a powerful driver of company success.