Starting a new job is exciting. Yet, for many, that excitement fades fast. A recent report reveals that nearly 4 in 10 new hires, including 1 in 2 Gen Z workers, second-guess their decision during onboarding. Why? The process often feels like a paperwork marathon rather than a launchpad for success. Over 50% of employees say onboarding focuses too much on administrative tasks, sidelining job readiness. This disconnect can erode confidence and engagement early on. Here’s how HR can transform onboarding to retain talent and build a strong foundation for employee success.
The Onboarding Trap: Too Much Paper, Not Enough Purpose
New hires crave clarity and connection. Instead, many face a barrage of forms and policies. The July 15 TalentLMS and BambooHR report found that 23% of employees struggle with skill-building due to a lack of personalized learning options. “When done well, onboarding isn’t simply a program. It’s the foundation for workplace success,” says Roza Tapini, Vice President of People and Culture at Epignosis, TalentLMS’s parent company. Yet, 47% of Gen Z employees feel overwhelmed by information overload. Take Sarah, a Gen Z marketing assistant: “I was buried in compliance videos and forms. I didn’t learn how to use the tools my team relies on until week three.” This sentiment echoes across generations. Millennials (33%), Gen X (29%), and even baby boomers (18%) report missing the human touch in onboarding. HR must balance administrative necessities with meaningful engagement to keep new hires invested.
Hybrid Onboarding: The Gold Standard for Retention
Hybrid onboarding emerges as a game-changer. The report highlights that 75% of employees find hybrid models most effective. Remote employees, however, report the highest dissatisfaction with ongoing training. “Smart organizations know onboarding is ‘hiring phase two’,” says Anita Grantham, Head of HR at BambooHR. “Those critical first 44 days need to create new hire confidence.”
Hybrid setups allow for personal connections while leveraging digital tools. For instance, pairing new hires with a “buddy” can foster relationships and clarify expectations. A 2023 McLean & Co. report suggests that buddy systems personalize onboarding, helping employees feel supported. John, a sales associate, shares, “Having a mentor to shadow made me feel like I belonged. I wasn’t just another name on a roster.” HR leaders should prioritize hybrid models to boost retention and reduce post-onboarding support gaps.
AI in Onboarding: Bridging the Skill-Building Gap
Technology offers untapped potential. The TalentLMS report notes that 60% of employees receive no AI training during onboarding, yet Gen Z workers increasingly use AI tools to answer questions rather than asking managers. “For the first time, we’re seeing employees actively encouraged to use AI,” says Frank Weishaupt, CEO of OwlLabs. Integrating AI-driven learning can personalize skill-building and reduce overwhelm.
HR can use AI to tailor training modules to individual roles. For example, AI platforms can recommend specific tutorials based on a new hire’s skill gaps. This approach aligns with the 65% of employees who view onboarding as the start of a continuous learning journey. By embedding AI tools, HR can shift focus from administrative tasks to job readiness, ensuring new hires feel equipped and confident.
Building a Better Onboarding Future
Onboarding is more than a checklist. It’s a critical opportunity to solidify a new hire’s commitment. The data is clear: 73% of employees are at least somewhat satisfied with their onboarding, but there’s room for growth. HR leaders must streamline administrative tasks, embrace hybrid onboarding, and integrate AI to enhance skill-building. As Tapini notes, “Employees who feel supported from day one emerge more integrated, capable, and engaged.” By addressing these pain points, companies can turn onboarding into a powerful tool for retention and long-term success.
