17 Incredible Onboarding Statistics [2026]: HR Trends in Hiring, Training, and Retention

Research Summary. Onboarding a new employee is a critical process that extends beyond mere paperwork. It encompasses advertising costs, recruitment events, fees for hiring software, and potential relocation expenses. After examining the current landscape, here are the most compelling onboarding trends in 2026:

• It costs approximately $1,500 to onboard a new hire, on average.

• Organizations with robust onboarding processes boost new hire retention by 82% and enhance productivity by 70%.

• 88% of employees feel their company does not excel in onboarding new staff.

• 58% of organizations have onboarding programs that primarily focus on processes and paperwork.

• Employees who participate in a structured orientation program are 69% more likely to stay with the company for at least three years.

• The average new hire is assigned 41 administrative tasks to complete.

• 17% of employees leave their new job between the first week and the third month.

For further analysis, we broke down the data in the following ways:
Cost of Hiring + Training | Employee Retention | Common Challenges

General Onboarding Statistics

Onboarding sets the foundation for a new employee’s journey. It should clarify what they can expect from the company and their role while establishing realistic expectations, clear responsibilities, and achievable benchmarks.

A poorly executed onboarding system can lead to high employee turnover and diminished productivity. Companies that overlook the importance of onboarding may find themselves losing new hires much sooner than anticipated. Consider these statistics:

• 26% of employers reported that their onboarding process lasts one week.

  One in four employers indicated that their onboarding process takes a day or less, while 21% reported a duration of over a month. Only 11% stated their onboarding spans three months or more.

  

• One-third of approximately 1,000 survey respondents said they quit a job within six months of starting.

  Almost 17% of these individuals left between the first week and the third month, indicating that on average, one out of every six new hires is lost within the first three months.

• 50% of employees voluntarily leave within the first two years of employment.

  This can be attributed to various factors, including career advancement, pay, benefits, and cultural fit. A comprehensive onboarding system can significantly mitigate this statistic by addressing these concerns in detail during the training process.

Onboarding Statistics by Cost of Hiring and Training

Although onboarding may initially appear costly in terms of finances and time, the cost of neglecting significant onboarding or training can actually be more detrimental to businesses in the long run. The following statistics illustrate the importance of effective onboarding for organizations and their new employees.

• The average cost of training an employee is $1,071.

  This cost escalates to $1,433 for companies with fewer than 1,000 employees, while larger organizations with 10,000 or more employees spend only $722 on training.

  The average cost of employee training rose by 53% between 2015-2021, while training costs became more economical for large companies.



• Companies that prioritize employee training generate a median revenue of $169,100 per employee.

  This starkly contrasts with companies that do not prioritize training or onboarding procedures, where the typical employee generates $82,800—less than half.

• Approximately 35% of companies allocate no budget for onboarding.

  This statistic is surprising, especially considering that a majority of this group incurs around $11,000 on recruitment and turnover costs. Effectively onboarding new employees is just as crucial, if not more so, than acquiring new talent.

• Employees are 69% more likely to remain with a company for three years if they experience a positive onboarding process.

  Additionally, new hires with longer onboarding programs report being more proficient in their roles four months sooner than those without structured onboarding.

Onboarding Statistics and Employee Retention

Onboarding plays a pivotal role in integrating a new employee into the organization. The statistics are concerning, especially for companies that haven’t invested in onboarding and training. Ultimately, providing adequate onboarding for employees is more financially advantageous than neglecting it.

• 23% of employees who quit within six months cite a lack of clear guidelines on their responsibilities as a reason for their departure.

  “More effective training” was the next most common response, at 21%. Together, these factors account for 44% of employees lost in the first six months.

  

• 78% of organizations that invested in onboarding reported revenue increases in the last fiscal year.

  Furthermore, 64% of those companies observed positive gains across most of their organizational KPIs, and 54% noted significant improvements in employee engagement metrics.

• 22% of employees would seek another job if they did not receive a satisfactory introduction or onboarding, while 41% indicated they might look elsewhere.

  Additionally, 51% of employees stated they would go “above and beyond” if given a thorough induction and onboarding. Companies that prioritize onboarding report a turnover rate of 64%, compared to only 37% in organizations that do not.

• The average cost of hiring a new employee is $4,129, while onboarding new hires typically costs just over $1,500.

  This includes internal and external recruiting costs, as well as other associated expenses such as job fairs or events.

Onboarding Statistics by Common Challenges

While onboarding is essential, it comes with its own set of challenges. While the process varies by organization, the following statistics highlight the reality that onboarding is what you make of it.

• The average new hire will be tasked with 41 administrative duties.

  This may include setting up their workspace and signing, uploading, or acknowledging various documents. They will also have ten outcomes or learning goals related to culture, market knowledge, and job responsibilities.

• 88% of organizations struggle with effective onboarding.

  Only 12% of employees strongly agree that their organization excels at onboarding.

  This represents a significant missed opportunity for many businesses, as only one in ten employees feel they are being effectively onboarded.

• Organizations with a strong onboarding process can enhance productivity by over 70%.

  Moreover, an effective onboarding process helps engage and retain employees from their very first day. The best onboarding programs can last up to 90 days or even a full year, depending on the job.

• The biggest challenge in onboarding is inconsistent application.

  This inconsistency might stem from competing priorities, manager accountability issues, or a lack of resources.

Onboarding Statistics FAQ

1. What does employee onboarding mean?

   Employee onboarding is the process of integrating a new hire into a company, its culture, and its team members. This process includes providing the new hire with the tools and information necessary to become a productive team member.

2. What is included in onboarding?

   Onboarding involves various essential training components. Key aspects include gaining IT access, introductions to vital colleagues and peers, information on policies and procedures, completing paperwork, job training, and any other administrative tasks.

3. What percentage of employees believe their employers do a great job with onboarding?

   Only 12% of employees feel their employers excel in onboarding. Those who perceive their company’s onboarding favorably are nearly three times as likely to report high job satisfaction compared to the average employee.

   It’s not surprising that many employees find their onboarding experience lacking—35% of companies invest nothing in onboarding, and 58% focus predominantly on paperwork and policies.

4. Do you get paid for onboarding?

   Yes, onboarding time is compensated. Job training is a fundamental part of employment, and all time spent on onboarding tasks should be paid. According to FLSA guidelines, the only onboarding activities that can be unpaid must meet all four criteria: outside of business hours, optional attendance, not work-related, and no work being performed.

   Essentially, if it’s a voluntary after-hours social event and everyone is “off-the-clock,” then you are not required to be compensated. However, standard onboarding tasks completed during regular work hours are part of your job responsibilities.

5. Is onboarding the same as training?

   No, onboarding and training are not synonymous. Training is one component of onboarding, which also includes orientation, administrative tasks like completing paperwork, understanding company policies, and meeting team members.

   Employers aiming for the best outcomes from new hires will ensure that training is a significant part of the onboarding experience, but it’s not guaranteed that onboarding for a new position will include formal training time.

Conclusion

Onboarding a new employee is undeniably beneficial for companies, managers, teams, and the new hires themselves. It’s crucial to recognize that onboarding is not solely the responsibility of HR.

Onboarding transcends merely completing forms and verifying information; it is an ongoing process that may last up to 90 days or longer.

While training and guidance are vital during this period, it’s also essential to establish goals with your new employee and maintain regular check-ins to ensure they receive the necessary support to excel in their role.

Onboarding represents a significant opportunity. It is the first glimpse a new hire has of the company culture and will shape their understanding of the business, their performance objectives, and how their contributions impact the organization’s overall success.

References

1. CareerBuilder. “Thirty-Six Percent of Employers Lack a Structured Onboarding Process for New Employees, According to New CareerBuilder Survey.” Accessed on September 17, 2021.

2. SHRM. “Onboarding Key to Retaining, Engaging Talent.” Accessed on September 19, 2021.

3. Manila Recruitment. “Understanding Why Employees Leave: 10 Turnover Statistics You Need to Know.” Accessed on September 19, 2021.

4. Shift eLearning. “The True Cost of Not Providing Employee Training.” Accessed on September 19, 2021.

5. Enboarder. “12 Must-Know Employee Engagement and Onboarding Stats.” Accessed on September 19, 2021.

6. O.C. Tanner. “An Onboarding Checklist For Success.” Accessed on September 19, 2021.

7. Enboarder. “Are You Losing Your Best People Because of Your Onboarding?” Accessed on September 19, 2021.

8. Investopedia. “The Cost of Hiring a New Employee.” Accessed on February 17, 2023.

9. Brandon Hall Group. “The True Cost of a Bad Hire.” Accessed on February 13, 2022.

10. Gallup. “State of the American Workplace.” Accessed on February 13, 2022.

11. SHRM. “Onboarding New Employees: Maximizing Success.” Accessed on February 13, 2022.

Author

Caitlin Mazur

Caitlin Mazur is a freelance writer at Zippia. Caitlin is passionate about helping Zippia’s readers land the jobs of their dreams by offering content that discusses job-seeking advice based on experience and extensive research. Caitlin holds a degree in English from Saint Joseph’s University in Philadelphia, PA.