Here are some of the most influential employee onboarding trends in 2025, focusing solely on harnessing the connection between people and/or the organization. 

1. Pre-Onboarding: Start the Connection Before Day One

Candidates backing out before they even start has been a long-time trend in modern hiring. Gartner research found that around 50% of selected candidates who accept job offers end up not showing up. This creates a lot of unnecessary delays and costs. Some of the reasons? 

Why does this happen? Common reasons include:

• They received a better offer elsewhere
• Your offer was their backup while they waited on a preferred role
• Lack of communication from HR left them feeling disconnected

One way to combat this is through pre-boarding, where you start engaging candidates even before their first day. Pre-onboarding, which is a strategic onboarding procedure, could include:

• Sending welcome packages
• Sharing introductory videos
• Sending personalized messages from team leaders
• Providing clear information about what to expect on their first day

Such efforts not only increase excitement but also reduce first-day anxiety. Research shows a strong pre-boarding process can increase new hire retention by up to 82%, which helps reduce the number of non-starters.

2. Cohort-based Customized Onboarding

For a long time, onboarding followed a “one-size-fits-all” model, using standard processes that often overlooked the unique needs of different roles, departments, or individuals. But research in education shows that tailored learning experiences lead to higher motivation, better engagement, and improved retention. These same principles apply in the workplace.

That’s why many HR teams have shifted toward customized onboarding experiences. In smaller companies, this can be done on an individual basis. But in larger organizations or multinational companies, personalization typically happens at the cohort or team level, grouping new hires by function, location, or experience level to make onboarding and training more relevant.

Examples of cohort-based customization per industry: 

• Healthcare Services
  Role-specific simulations for clinical staff (e.g., patient check-in, triage procedures)
  Compliance training grouped by clinical vs. administrative responsibilities
  
  
• Telecommunications
  Product knowledge training tailored to role (customer service vs. sales vs. technicians)
  In-depth technical equipment training for field technicians
  Scenario-based call simulations for customer-facing teams
  
  
• Banking and Finance
  Customer service and regulatory compliance training for frontline staff
  Workflow and data handling sessions for back-office teams
  Cross-functional onboarding for understanding operational processes
  
  
• Pharma
  Therapeutic area-specific product training for sales cohorts
  Scientific communication training for medical reps
  Presentation and relationship-building skills for sales reps
  
  
• Retail
  In-store scenario training for shop assistants
  Training on handling complaints for customer service reps
  Store-specific culture and operations orientation
  
  
• Fast-Moving Consumer Goods (FMCG)
  Route planning and merchandising training for field sales teams
  Data analysis and retail strategy workshops for market developers
  Regional product training tailored to local market conditions
  
  
• Logistics and Courier Services
  Vehicle safety and route optimization training for couriers and delivery drivers
  Hands-on equipment and inventory handling sessions for warehouse staff
  Compliance training for logistics teams
  
  
• Call Centers
  Product knowledge and customer interaction training for service agents
  Troubleshooting protocol and system navigation workshops for technical support
  Call simulation and performance metrics coaching for all roles

3. Mentorship

There’s no better way to learn than from others. It’s how we’ve learned since childhood, whether from parents, teachers, or more experienced people. In the workplace, mentorship plays a similar role. A mentor can be a manager, a colleague, or a dedicated orientation guide. They don’t just support new hires with job-related tasks, but also help with day-to-day things like understanding company culture, getting comfortable in the office, and meeting people across teams.

In 2025, mentorship is becoming even more important as companies shift back to on-site or hybrid work models. This is especially valuable for younger employees who may have started their careers remotely during the pandemic. In fact, 35% of companies are currently improving their mentoring programs as part of a strategy to build long-term talent.

Some benefits of mentorship include :

• Increases confidence and reduces feelings of isolation (according to Harvard Business Review research) 
• Helping new hires adapt to company culture more quickly
• Improving knowledge retention and job performance

4. Onboarding for the Hybrid Work Model

Flexibility has become the buzzword of recent years, as more companies require employees to come back to the office at least 2-3 times per week, depending on their priorities. For example, office attendance has stabilized around 50% of pre-pandemic levels for the last two years. Still, policies vary widely: some companies have fully returned to in-person work, others have embraced hybrid setups, and some continue to operate remotely.

No matter the model, onboarding should adapt by blending virtual and in-person strategies. This can be done with: 

• Asynchronous tools (tools you can use on your own time)
• Digital learning modules
• Virtual team-building activities
• Interactive and engaging learning technologies such as microlearning 
• Mobile-friendly platforms

5. Gen Z: The New Workforce 

According to the World Economic Forum, by 2025, Gen Z will make up 27% of the workforce in OECD countries. That means companies need to adapt their onboarding strategies to better meet the expectations of this new generation. Gen Z employees are known for setting clear personal and professional boundaries, which can lead to higher turnover if their needs aren’t met. In 2022, for example, Gen Z employees were changing jobs 134% more than in 2019.

Why are they leaving? Many are drawn to jobs that offer:

• Purpose-driven work
• Continuous learning opportunities
• Better pay
• Clear paths for career growth

What should onboarding include for Gen Z?

• Mentorship programs: To help them adapt to the office environment.
• A culture of feedback: They value opinions and are open to change.
• Inclusion and accountability: Gen Z is very vocal about social issues.
• Interactive learning: They have grown up with technology and short-form content, so they’re easily disengaged.
• Engaging methods like gamification: Turn training and onboarding into a game.
• Early interactions with managers: To help them become familiar with authority and responsibility.

6. Don’t Forget About Employees’ Wellness

Starting a new job can be overwhelming for a person, both physically and mentally. Add that to the expectation of being productive as soon as possible, the stress of learning new procedures, and adapting to a new environment, and you have the perfect recipe for burnout or mental health struggles.

That’s why employee well-being should be a priority when designing onboarding strategies. Here are a few ways to make onboarding less stressful: 

• Allocate more time. Research suggests onboarding should span at least 1-3 months to give employees enough time to adjust to the culture, people, and expectations.
• Offer mental health resources. This could include therapy discounts, access to mental health apps, or coverage through the company’s insurance plan.
• Promote a safe and supportive environment. Encourage moral support from colleagues and set up Q&A sessions with HR.
• Balance learning with doing. Combine training time with practical exercises that slowly introduce new hires to their work. 
• Include collaborative learning in training. People learn better together, whether from receiving or giving feedback.  

Top Tech-Related Employee Onboarding Trends for 2025