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Haufe Talent Survey: Great potential in onboarding remains unused

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Lack of preboarding concepts, scarce human resources, low budgets and a lack of digital infrastructure in HR departments cause high initial turnover among new employees.

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The onboarding of new employees ideally begins directly with the signing of the contract. The better the introduction, induction and integration of new colleagues, the faster they feel at home. Since the Corona pandemic, onboarding can only take place under difficult conditions. In 2021, companies were also forced to reduce contacts and work together more virtually due to the pandemic. Nevertheless, 83 per cent of respondents in Haufe Talent's onboarding survey say they have not taken any additional (digital) onboarding measures in the past year.

As a result, new employees had a hard time arriving at the company and making personal contacts. 36 per cent of HR departments even record terminations between the signing of the contract and the first day of work. The high initial turnover within the first year of employment is also a headache for HR departments. 81 per cent of HR managers say that this turnover could be reduced with better onboarding. Nevertheless, 26 per cent of those surveyed let this opportunity pass by. After all, 74 percent counteract this with early onboarding.

Equally striking: when it comes to onboarding, 46 per cent of the companies focus on the technical area and only 10 per cent also focus on social and cultural integration. This goes hand in hand with the information that 65 percent of the companies have not established any measures to promote the motivation and commitment of their employees.

"We are convinced that the use of onboarding software, which manages such mostly digital processes, can help. Unfortunately, our survey shows that the use of such software solutions has stagnated at 23 per cent since 2020. This leaves enormous potential untapped," says Sebastian Thuma, Director of Market Innovation at Haufe Talent.

Many companies have recognised the problem and identified a need for action. At the top of the prioritised tasks, onboarding ranks third with 86 percent, after employer branding (87 percent) and team and employee development (93 percent). 36 percent of respondents would like to invest in onboarding software in the coming months to integrate future employees faster and better.

363 HR managers and executives from a wide range of industries took part in the annual Haufe Talent survey in October and November 2021. Of these, 46 per cent worked in traditional medium-sized companies (51 - 500 employees) and 32 per cent in larger companies. 22 percent of the respondents came from smaller companies with up to 50 employees.

To the onboarding study by Haufe Talent

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Haufe Talent Survey: Great potential in onboarding remains unused

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12
.
04
.
2022

The onboarding of new employees ideally begins directly with the signing of the contract. The better the introduction, induction and integration of new colleagues, the faster they feel at home. Since the Corona pandemic, onboarding can only take place under difficult conditions. In 2021, companies were also forced to reduce contacts and work together more virtually due to the pandemic. Nevertheless, 83 per cent of respondents in Haufe Talent's onboarding survey say they have not taken any additional (digital) onboarding measures in the past year.

As a result, new employees had a hard time arriving at the company and making personal contacts. 36 per cent of HR departments even record terminations between the signing of the contract and the first day of work. The high initial turnover within the first year of employment is also a headache for HR departments. 81 per cent of HR managers say that this turnover could be reduced with better onboarding. Nevertheless, 26 per cent of those surveyed let this opportunity pass by. After all, 74 percent counteract this with early onboarding.

Equally striking: when it comes to onboarding, 46 per cent of the companies focus on the technical area and only 10 per cent also focus on social and cultural integration. This goes hand in hand with the information that 65 percent of the companies have not established any measures to promote the motivation and commitment of their employees.

"We are convinced that the use of onboarding software, which manages such mostly digital processes, can help. Unfortunately, our survey shows that the use of such software solutions has stagnated at 23 per cent since 2020. This leaves enormous potential untapped," says Sebastian Thuma, Director of Market Innovation at Haufe Talent.

Many companies have recognised the problem and identified a need for action. At the top of the prioritised tasks, onboarding ranks third with 86 percent, after employer branding (87 percent) and team and employee development (93 percent). 36 percent of respondents would like to invest in onboarding software in the coming months to integrate future employees faster and better.

363 HR managers and executives from a wide range of industries took part in the annual Haufe Talent survey in October and November 2021. Of these, 46 per cent worked in traditional medium-sized companies (51 - 500 employees) and 32 per cent in larger companies. 22 percent of the respondents came from smaller companies with up to 50 employees.

To the onboarding study by Haufe Talent

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