16-07-2025
Hybrid onboarding found most effective, research reveals gaps
New research from TalentLMS and BambooHR examines the effectiveness of onboarding practices across different generations of employees, highlighting administrative overload, limited use of artificial intelligence, and a preference for hybrid onboarding approaches.
The survey was conducted among 1,156 employees based in the United States, all of whom had been hired within the previous 12 months. It aimed to assess how well new employees are being integrated into their workplaces, their overall satisfaction, and how effective current onboarding practices are perceived to be.
Administrative load
More than half of respondents (52%) reported that a focus on administrative tasks during onboarding overshadowed efforts to prepare them for their actual roles. The study indicates that practical training is often sidelined by paperwork and compliance processes, leaving employees feeling ill-equipped to begin their responsibilities.
A notable 23% said they experienced difficulties building necessary skills for their jobs due to insufficient options for personalised learning. This gap in customised skills development impacts readiness and can affect job satisfaction early on.
Concerns about job choices surfaced early, with 39% admitting to having second thoughts about their decision to join their new company during onboarding. This uncertainty was especially prominent among Gen Z employees, of whom 49% questioned their job choice during the process. "When done well, onboarding isn't simply a program. It's the foundation for workplace success. Employees who feel supported from day one emerge more integrated, capable, and engaged, underscoring the value of modern onboarding strategies that balance connection and skill-building," said Roza Tapini, VP of People and Culture at Epignosis, parent company of TalentLMS.
Generational differences
The report points to varying expectations and experiences among different generations in the workplace. Gen Z employees, in particular, struggle with the amount of information presented to them; 47% of Gen Z respondents said onboarding overwhelmed them with excessive information, compared to just 31% of Baby Boomers.
Gen Z respondents also reported missing human interaction during the onboarding process at the highest rate (41%), followed by Millennials at 33%, Gen X at 29%, and Baby Boomers at 18%. These figures suggest that younger employees may place a higher value on personal connection in the early stages of employment.
The use of artificial intelligence during onboarding also differed by age group. Gen Z was the most likely to use AI tools to answer onboarding questions instead of approaching a manager (44%), followed by Millennials (37%), Gen X (29%), and Baby Boomers (14%).
However, across all age groups, 60% of participants said they had not received any AI-related training as part of their onboarding. The research suggests this represents an area for HR teams to adopt more technology-driven learning tools, particularly as younger employees show a willingness to use digital solutions.
Hybrid onboarding
The data also indicate that hybrid onboarding - combining digital and face-to-face elements - is perceived as the most effective method. Among employees who experienced hybrid onboarding, 75% expressed satisfaction with the process. These participants reported greater balance between administrative requirements and practical learning, and a stronger sense of connection to their new teams. "Seventy-five percent satisfaction with hybrid onboarding is a signal," said Wende Smith, Head of HR Operations at BambooHR. "When onboarding blends digital efficiency with in-person connection, employees meaningfully connect to their future roles and teams and hit the ground running as a result. HR leaders should use this insight to audit their onboarding delivery: Are we aligning the format with role expectations? Are we being intentional with each touchpoint? The answers will directly shape retention and readiness."
Hybrid onboarding also appears to address ongoing support needs: dissatisfaction with access to continuous training was highest among remote-only new hires (21%), compared to 10% of hybrid workers, indicating that hybrid methods may better support learning and sustained engagement after initial induction.
The research found that 65% of all employees surveyed consider onboarding to be the beginning of an ongoing learning process. This expectation places some responsibility on HR teams to continue support beyond initial orientation, in order to promote long-term engagement.
