De feiten en de cijfers

Wereldwijd worstelen vele bedrijven en organisaties met het vraagstuk van het behouden van jonge ICT-talenten, Hieronder vindt u diverse feiten, citaten en statistieken, die dit aantonen.

Estimate cost of failed new hire: $50.000,=

“On average, new hires take 6 to 7 months to feel settled in their new role.”

The traditional goal of onboarding employees is to get new hires fully operational as quickly as possible. What ‘quickly’ means will differ for each role and person and (partially) depends on the effectiveness of the company’s onboarding process, but averages at around 6-7 months. According to InsightGlobal’s survey, while the first 30-90 days are critical to employee ramp-up, onboarding support must span beyond this period to help new hires feel fully integrated.

Most HR directors and HR managers say a failed new hire costs up to $25,000. (Enboarder) When asked to estimate the cost of a failed new hire, most HR directors and HR managers believe it’s up to $25,000. However, most Chief People Officers and CHROs estimate it closer to $50,000.”

Structured Mentoring Protects Both Talent And Investment

“Organizations that extend support beyond the first 90 days see stronger retention and faster productivity.”

Early exits often happen when technical guidance, social integration and clear milestones are missing. A guided first six months creates confidence, reduces isolation and helps young ICT professionals connect their learning goals to real team standards.

Continuous coaching and realistic checkpoints make the onboarding period measurable for HR and managers, while giving new hires a visible path to contribute and stay.

The First Two Years Determine Long-Term Loyalty

“Retention is built after the welcome week — through coaching, certification progress and regular human contact.”

When mentoring intensity is high in the first half year and then continues at a sustainable pace, professionals feel supported without becoming dependent. That balance improves engagement and reduces costly replacement cycles.

Combining technical development with soft-skill guidance keeps growth aligned with the organization’s culture, tools and expectations.

Opbrengsten- & Kostenverloop

Gedurende de eerste jaren van een nieuwe medewerker

  • kosten
  • opbrengsten

80%

Four in five workers say they'd stay longer in a role with a better onboarding process. Beyond retention, great onboarding helps people understand how they can succeed and feel they belong.

22% leave with first three months

22% of workers reported leaving a job within the first 90 days. (InsightGlobal)60% of the new hires who quit within the first three months said they did so due to a lack of training or because the training they received was disorganized.

A well-structured onboarding program, including a custom training plan, is crucial for new hires to feel supported and confident in their new role.