HR trends: Onboarding

HR trends: Onboarding by Career Angels

HR trends: Onboarding

About the series: CV-19 has accelerated many trends, including (or especially!) those related to HR and recruitment. Companies that want to hire valuable candidates – who don’t quit after 3 months – have to make sure they keep up with the newest trends. What’s even more important: they need to implement new strategies in the right way.

Trends that are introduced too fast and/or by the wrong department will backfire by e.g. generating additional costs, negative employer branding, losing valuable candidates, longer recruitment processes, low(er) candidate experience, etc.

To help companies avoid these mistakes, we put together a summary of the most important trends along an employee’s life cycle – with their accompanying threats and – where possible – adding relatively simple quick wins – everything backed up with stats and real cases.

This week, we are sharing one trend and threats related to Phase #3 out of 5: Onboarding.

Trend #1: Virtual onboarding

If somebody asked us to describe the “new reality” of work environment in times of CV-19, we would definitely answer with one word: virtual.

(Almost) all activities have been moved online – and it concerns not only employees who have been with the company for many months or years, but also (or especially) the new ones.

According to Sapling (now part of Kallidus), only 12% of employees think their organization does a great job when it comes to onboarding new employees. And as personnel turnover can reach up to 20%  within the first 45 days of employment, it is crucial to implement clear and standardized rules of virtual onboarding.

What are the potential threats?

  1.  The corporate culture is not communicated well enough to the new employee – and that can lead to lower levels of loyalty, higher personnel turnover and candidates leaving the company shortly after they have started working for it.
  2. Loss of time and money if you do it poorly. Statistics delivered by Foundation Recruitment clearly show that:
    ◦ employees who had a negative onboarding experience are twice as likely to look for other career opportunities in the future
    ◦ the average US employer spends 4 000 USD and 24 days to hire a new employee
    → double cost and time of hiring a new person
  3. New employees might be more stressed in front of the camera than during live meetings. Additionally: take technical issues into account. If they occur, virtual meetings takes more time.


Plan & prepare your onboarding process very well, taking into account various potential issues that might occur. Describe the procedures and rules carefully.

→ Use various media while virtually onboarding new employees: e-mail, e-learning materials, video calls, onboarding buddy.

Coming up next: “HR trends: Managing

Here are the other articles from the series:

If you’d like to discuss how we could potentially support your organization, feel free to get in touch by email with