How HR can tailor onboarding experiences to unique learner preferences

A well-designed onboarding program can set the stage for long-term employee success and impact retention, engagement and productivity. Since it is a critical bridge that integrates new hires into your organization, you want to plan more than a one-day, one-size-fits-all orientation. Instead, you should tailor onboarding to each new hire’s learning style for the best results. Think of it as the foundation for making people feel welcome and equipping them to be integral to the team.

Overcoming onboarding barriers

A comprehensive onboarding process can result in higher employee retention. A 2024 study conducted by the human resources firm Mercer revealed that the average voluntary turnover rate in Canada is 11.9 per cent. This number underscore the importance of a well-structured onboarding method to help new hires feel welcomed, connected and proficient in their roles.

The personal touch in onboarding is fundamental for developing a sincere connection between new employees and your organization. Personalized learning and one-on-one mentorship go hand in hand to enhance skill acquisition and build confidence and a sense of belonging. This individualized approach encourages more engagement, job satisfaction and long-term retention.

For example, Google spent years researching the best way to get employees up to speed quickly. After running several surveys and experiments, they compiled a list of five simple onboarding tips for managers. Supervisors received a detailed email the night before a new employee started. To ensure a smooth onboarding experience, Google also matched new hires with a peer buddy and helped them build a social network within the company. They scheduled monthly check-ins for the first six months, encouraged open dialogue and personally met the new hires on their first day.

A study titled “From New Hire to Team Member,” based on a case study at Boeing’s flight operations implementation department, highlights methods for overcoming onboarding barriers like business complexity, process variability and mentorship challenges. It emphasizes the importance of formalizing onboarding processes, adopting mentee-centered and innovative learning approaches and involving new employees early in customer interactions. Integrating innovation learning, which helps learners develop innovative solutions to problems and instill an entrepreneurial mindset, helps improve onboarding quality and efficiency, leading to better productivity, job satisfaction and reduced strain on mentors.

Onboarding with AI

Using artificial intelligence (AI)-driven conversational agents in onboarding can improve skill levels, personalization and interaction. Companies develop AI-driven agents by training them on a vast amount of text data from various sources, including structured surveys taken by employees from multiple organizations, data onboarding practices, interaction preferences and comfort with data privacy.

In one study, respondents said they preferred an interactive and personalized onboarding program. The researchers used this statistical data to design an AI-driven tool to assist new hires during onboarding. These innovations engage new hires and accelerate the learning process, bringing them up to speed faster. This onboarding assistance easily adapts to individual learning styles. By rethinking the onboarding process, HR can lay the groundwork for tremendous success for employees and the organization.

Practical tips for implementing tailored onboarding

A report in the Society for Human Resource Management (SHRM) Foundation’s Effective Practice Guidelines series titled “Onboarding new employees: Maximizing success” by Talya N. Bauer, Ph.D., provides comprehensive research-based insights and practical tips for HR professionals regarding implementing personalized onboarding processes.

The following list is a quick prioritization of critical, interconnected guidelines to address onboarding challenges. Some of these might stand out to you depending on your organization’s framework and specific goals.

• Utilize pre-onboarding assessments: These are fundamental and set the stage for everything else. Understanding a new hire’s needs and learning preferences is essential for customizing the onboarding experience.
• Create role-specific onboarding plans: Train new hires with information specific to their responsibilities, laying the groundwork for their success and productivity.
• Implement technology: AI-driven tools enhance efficiency and make the onboarding process smoother and more effective.
• Create mentorship programs: A buddy system that pairs new hires with experienced mentors offers opportunities for organic knowledge transfer and nurtures a sense of belonging.
• Offer consistent feedback: Regular check-ins and feedback identify and address issues early, ensuring your new employees stay on track and feel valued. Hiring a new team member costs around $5,000. Finding ways to personalize learning makes this investment worthwhile.
• Encourage socialization: Relationship-building creates a positive work environment and improves job satisfaction and retention. You can encourage this by designating social spaces like break rooms, scheduling team-building opportunities and planning opportunities for cross-departmental collaboration. If your team has remote or hybrid workers, use teamwork tools and platforms to facilitate communication and social interactions.
• Quantify onboarding success: Continue to gather feedback and measure the success of your onboarding process. Make ongoing improvements and changes to ensure everything remains practical and relevant.

Ultimately, the most critical aspects will vary depending on your organization’s specific needs and goals.

Why you should adopt a personalized onboarding experience for new hires

HR professionals must invest in personalized onboarding strategies that help new hires thrive, setting the stage for long-term organizational success. Adapt your onboarding process to meet each employee’s unique needs.

Hiring managers can create a more effective and engaging onboarding experience by using innovative technologies and recognizing diverse learning preferences. This approach improves employee retention and performance and fosters a more productive and motivated workforce.

Eleanor Hecks is an HR and management writer and researcher, with a particular focus in inclusive employment practices. You can find her work as editor-in-chief and manager of Designerly Magazine, or in publications such as Fast Company and BenefitsPro.

Print this page