Onboarding isn’t just a bureaucratic hurdle, it’s the first true impression a new employee has of how your organization operates. Done right, it sets the stage for long-term success; done poorly, it can send talent running for the exit. Research shows that a strong onboarding process can improve new hire retention by 82% and even boost productivity by over 70%. Yet many companies fall short, Gallup data indicates only about 12% of employees strongly feel their employer onboards well. The consequences of a dull or disorganized onboarding are real: nearly 28% of new hires will leave within their first 90 days due to a poor onboarding experience. These statistics underscore why engaging onboarding matters for HR leaders, CISOs, business owners, and executives alike.
The good news is that effective onboarding pays off in more ways than one. New employees who go through an enriching, welcoming program are far more engaged and committed. In one survey, 89% of employees said that an effective onboarding process made them feel engaged at work, and they were up to 30× more likely to report high job satisfaction later on. In short, how you onboard new team members can make or break their morale and loyalty. The key challenge is how to make onboarding more engaging, especially when there’s so much policy, training, and paperwork to cover. The answer lies in reimagining onboarding as an interactive, multimedia learning journey rather than a one-way orientation lecture.
Traditional Employee Onboarding often means bombarding newcomers with slide decks, dense manuals, and back-to-back meetings. It’s no wonder 81% of new hires report feeling overwhelmed by information in the first weeks. To combat this “firehose” of information, organizations are turning to interactive learning approaches. Interactive onboarding means new employees learn by doing, through quizzes, simulations, role-playing scenarios, and other hands-on activities, rather than passively sitting through lectures. This approach aligns with adult learning principles, recognizing that most adults retain knowledge better by actively engaging with material instead of just reading or listening.
Interactive learning can significantly improve knowledge retention. Studies indicate that digital and online learning (which is often interactive by nature) can increase retention rates up to 60%, whereas traditional lecture-style methods result in as low as 8–10% retention. In the onboarding context, this means a new hire is far more likely to remember critical policies, procedures, and skills when they’ve actively applied them in a scenario or exercise. For example, instead of only reading about the company’s security policies, a new hire might go through an interactive cybersecurity simulation, an exercise particularly relevant for CISOs concerned with compliance. The new hire could practice identifying phishing emails or making decisions in a data privacy scenario. This kind of interactive module not only keeps the employee engaged but also reinforces crucial lessons through experience.
Microlearning is another interactive strategy gaining traction in onboarding. Rather than overwhelming newcomers with day-long training sessions, information is delivered in bite-sized modules (5-10 minutes each) that often include a quick quiz or activity. New hires might complete a short interactive lesson on using the company’s CRM system, for instance, and immediately apply that knowledge in a guided exercise. This spaced, active approach helps fight the forgetting curve and keeps motivation high, as employees get a sense of accomplishment from each small module completed. Moreover, interactive checkpoints, like knowledge quizzes or puzzles, give immediate feedback. Both the learner and the employer can gauge what’s understood versus what might need reinforcement, allowing HR or training teams to adjust the onboarding flow for maximum effectiveness.
Crucially, interactive onboarding should still be structured. A common pitfall is focusing too much on forms and formalities at the expense of engagement, indeed, 58% of companies admit their onboarding is mainly about processes and paperwork. To avoid this, a structured plan that interweaves mandatory HR tasks with interactive learning is ideal. For example, an onboarding schedule might alternate between completing necessary forms and participating in interactive training sessions or discussions. This ensures compliance matters are handled without letting paperwork dominate the entire experience. Research from SHRM confirms that companies with a well-structured onboarding process reap a 50% increase in new-hire productivity. The structure provides clarity and consistency, while the interactive elements ensure that new employees remain actively involved and less prone to disengagement. In essence, the goal is to transform onboarding from a one-way information dump into a two-way conversation, one where new hires learn by engaging, questioning, and doing.
An engaging onboarding program leverages multimedia to cater to different learning styles and bring content to life. Instead of text-heavy binders, think videos, podcasts, interactive e-learning modules, and even cutting-edge tools like augmented and virtual reality. Modern employees, especially in today’s hybrid and remote work environments, are used to consuming information through rich media. Incorporating these formats into onboarding not only makes the content more interesting but also more digestible.
Video onboarding is perhaps the most accessible starting point. Short, professionally made videos can introduce the company’s history, values, and key policies in a story-driven way. For instance, a welcome video might feature leadership team members greeting the new hire, or a series of mini-documentaries could showcase each department’s work. Videos are effective because they combine visual and auditory learning; they can simplify complex topics with graphics or animations and convey human elements like tone and enthusiasm. Many organizations now include a video library as part of the onboarding portal, from how-to tutorials (e.g. setting up your workstation or using the expense system) to culture-focused clips (employee testimonials about what it’s like to work there). For compliance or safety training, animated explainers or scenario reenactment videos can replace or supplement dry reading. The key is to keep videos concise and engaging, typically 3–5 minutes each, to maintain attention. Interactive video platforms even allow quizzes or decision points within videos (e.g. the video pauses to ask the viewer how they’d respond to a scenario), turning a passive watch into an active learning moment.
Beyond video, interactive e-learning modules are a staple of multimedia onboarding. These are software-based lessons that mix text, audio, video, and practice exercises. New hires might click through a module on the company’s code of conduct, periodically answering questions or making choices in a scenario to progress. Such modules often provide instant feedback, congratulate the learner for a correct response or offer an explanation for an incorrect one, which reinforces learning. They also let employees learn at their own pace, an important aspect when bringing someone up to speed on extensive material. Quizzes and interactive checkpoints in these modules make the experience game-like. In fact, many companies are gamifying their onboarding e-learning: awarding points or badges for completed modules, showing progress bars or even friendly leaderboards for completion of optional training. This element of gamification taps into the innate human love for challenge and reward, boosting engagement. As a bonus, it gives HR valuable data on how far along each new hire is and where they might be struggling.
Perhaps the most exciting multimedia tools in onboarding today involve Augmented Reality (AR) and Virtual Reality (VR). These technologies create immersive learning experiences that were unimaginable in the past. AR overlays digital information onto the real world, usually through a mobile device or AR glasses. For example, a new hire could point their smartphone at different places in the office (or a digital map of a physical site) and see interactive pop-ups: a video introduction from the department head when looking at the conference room, or an overlay of information about safety protocols when viewing a piece of equipment. One innovative idea is an AR scavenger hunt for office or facility orientation, new hires walk around scanning QR codes or images that trigger AR content about various locations, turning the tour into an interactive game. This not only makes exploration fun but ensures they retain what they learn; employees are likely to be more excited and remember the workplace layout better after solving clues and seeing information appear in context.
VR goes a step further by simulating entire environments. With a VR headset, organizations can put new employees into realistic scenarios without any real-world consequences. Virtual Reality onboarding is already being used by some forward-thinking firms to let hires practice job tasks or customer interactions in a safe, controlled virtual space. For instance, a new retail employee might use VR to navigate a virtual store, learn to operate the cash register, or handle a simulated customer service situation. A study by a VR training provider found that immersive learning in VR helps new employees retain crucial information more efficiently than traditional methods, and even boosts their confidence in applying skills on the job. By “experiencing” the job before day one, anxiety is reduced and readiness is improved. VR is also invaluable for high-risk or technical fields: think of an oil company letting new engineers virtually “walk through” a refinery to learn safety procedures, or a healthcare organization using VR to simulate patient interactions and emergency protocols. These tools might sound futuristic, but they’re becoming more accessible and cost-effective. As one HR tech writer notes, VR and other immersion technologies provide interactive experiences that increase engagement and knowledge retention beyond what traditional onboarding can achieve.
It’s important to choose multimedia tools that fit your company’s context, not every organization needs VR goggles for new hires. Often, starting with simpler media like videos and interactive e-learning yields huge improvements in engagement. Even podcasts or audio modules can be part of onboarding (for example, a new hire can listen to a podcast episode featuring the CEO discussing company culture, which they can enjoy during a commute). The common thread is that multimedia appeals to different senses and learning preferences. A CISO might appreciate a well-produced interactive demo on cybersecurity, whereas a sales manager might love a role-play video series on handling client calls. By mixing formats, visual, auditory, kinesthetic (hands-on), you ensure there’s something in the onboarding experience that resonates with everyone and keeps them interested.
Engaging onboarding isn’t achieved by technology and content alone, it’s equally about human connection and fun. New employees are not just absorbing information; they’re also trying to find their place socially in the organization. That’s why some of the most powerful onboarding ideas involve people-centric and gamified activities that help newcomers connect with colleagues and embrace the culture in an enjoyable way.
One popular approach is implementing a buddy or mentor program. Pairing each new hire with a more experienced “buddy” provides an immediate personal connection. This veteran employee can show the ropes, answer the countless little questions that arise, and act as a friendly face in the early days. Research shows that employees with friends or close connections at work are significantly more engaged, one study noted they are seven times more likely to be fully engaged in their jobs. A buddy system leverages this effect from day one. For example, a new software developer might be assigned a buddy on the engineering team who schedules regular coffee chats or check-ins throughout the first few months. These check-ins create a safe space for the new hire to ask questions that they might hesitate to ask their manager, accelerating the comfort and learning process. Some organizations even assign multiple buddies with different focuses (e.g. a “culture buddy” for informal tips on company social life and a “technical buddy” for job-specific guidance). The result is an interactive social learning network that complements formal training.
Group onboarding activities can also build engagement and camaraderie. Instead of a solitary orientation, consider organizing team-based games or challenges that include other new hires (and even existing staff). For instance, a trivia game about the company’s history and values can be both educational and energizing, new hires might work in small teams to answer questions, using a polling app or buzzer, turning a policy review into a lively quiz show. Another idea is a scavenger hunt, as hinted earlier with AR, but it can be done low-tech as well. You might have a list of clues leading new employees to find key locations or resources (e.g. “Find the place where our core values are displayed” could lead them to a wall mural or intranet page). As they solve each clue, they could collect puzzle pieces or keywords that ultimately lead to a small prize or a celebratory finish. Scavenger hunts work especially well when you have a cohort of new hires starting together, and they double as a team-building exercise. (They may be less fitting for a lone senior executive onboarding, use judgment based on role and company culture.)
Gamification in onboarding deserves special mention. Gamification means applying game elements, points, challenges, competitions, rewards, to non-game activities. Many companies have brought gamified elements into onboarding to make it more fun and motivating. For example, a new hire might earn points or badges for completing each section of the orientation training, for meeting certain people, or for hitting milestones like finishing the first project. Some HR teams create a leaderboard (visible perhaps only to new hires or internally) that sparks friendly competition: who can collect the most badges in their first month by exploring optional learning resources or participating in company events? The goal isn’t to create pressure, but to make the learning process more like a game or adventure. Gamified onboarding apps exist that turn the first-week tasks into something resembling a quest, complete “missions” such as setting up your email, meeting with your manager, and reviewing the handbook to level-up your onboarding profile. One real-life example: Deloitte, the professional services firm, introduced a “virtual village” game for new consultants several years ago, where new hires create avatars and navigate a game-like simulation of consulting projects to learn key skills. The outcome was higher voluntary participation in training and faster competency gains.
Even without custom apps, you can introduce simpler games. Consider a “Jeopardy!”-style quiz at the end of week one to recap what was learned, with small prizes for winners. Or a puzzle where each department head gives the new hire a piece of a larger mystery phrase throughout orientation meetings, to encourage active listening and engagement. Role-playing games are valuable too, for instance, the HR team might stage a mock client call or an IT troubleshooting scenario and have the new hire play through it, treating it like an interactive story. For CISOs and security teams, a gamified approach could involve a “capture the flag” style challenge in which new employees try to spot vulnerabilities or phishing clues in a controlled environment, turning security training into an intriguing challenge rather than a checkbox lecture.
The social aspect of onboarding shouldn’t be underestimated. Beyond formal buddies and games, simply facilitating personal interactions can make onboarding engaging. Activities like team lunches, virtual coffee chats for remote hires, or an end-of-week happy hour give newcomers a chance to relax and bond with colleagues. Some organizations schedule casual “get to know you” sessions, where each new hire might present a fun fact about themselves or their hobbies, or where team members share advice for the new person. These moments break up the work-centric training with human connection, which in turn boosts overall engagement. After all, if a new employee feels welcomed and forms a personal connection at work, they’ll naturally be more invested in learning the ropes and contributing. Enterprise leaders and HR professionals should collaborate to create these opportunities, because an engaged employee who feels part of the team from the start is likely to be more attentive during training and more committed to the organization’s success.
Adopting interactive and multimedia learning for onboarding might sound challenging, but it can be achieved step-by-step. Here are some best practices for HR professionals and business leaders to implement an engaging onboarding program:
1. Design a Blended Onboarding Plan: Strive for a balanced mix of formats. Map out all the topics and tasks a new hire needs in their first days/weeks (compliance training, IT setup, role-specific skills, culture orientation, etc.), then assign the most suitable format for each. Perhaps company history and values are delivered via an engaging video, HR policies via an interactive e-learning module, software training with hands-on practice or job shadowing, and team introductions through scheduled meet-and-greets. A blended approach ensures you’re not relying on one method for everything. Also consider timing, spread activities out to avoid cognitive overload. For example, in the first morning do a fun welcome activity (to build comfort), later in the day a self-paced module (so they can breathe and concentrate), and so forth.
2. Leverage the Right Tools: You don’t need to develop everything from scratch. Many onboarding software platforms allow you to create checklists, embed videos, and include quizzes or surveys. Learning Management Systems (LMS) can host your interactive training content and track completion. There are also specialized tools for gamified onboarding (some companies use platforms like Kahoot! or custom apps for quizzes and games). If you plan to incorporate VR or AR, you might partner with a vendor or use emerging platforms that specialize in training simulations. Importantly, ensure that whatever tools you use are accessible to your new hires, consider factors like remote access, mobile-friendliness, and accessibility for those with disabilities. A fancy interactive portal is useless if a segment of your workforce (say, field workers or non-desk staff) can’t easily use it. Always pilot-test the technology with a small group to iron out any usability issues.
3. Personalize the Experience: One size does not fit all in onboarding. Interactive and multimedia elements give you the flexibility to personalize onboarding to the role or individual. For instance, a CISO will require a deeper dive into security protocols (perhaps through advanced simulations), whereas a new sales rep might need interactive product training and role-play exercises. Tailor the content where possible, many e-learning tools let you create branching scenarios that adjust to the learner’s choices or role. Even simple personalization, like addressing the new hire by name in a welcome video or having their specific job’s milestones outlined in the onboarding app, can increase engagement. It shows that the company is investing in their success, not just running every employee through an identical conveyor belt. Also, allow new hires some choice and autonomy in the process. For example, offer a list of optional onboarding resources (articles, videos, practice projects) so they can explore topics that interest them in addition to the mandatory core training.
4. Involve Real People: No matter how high-tech your onboarding, keep humans in the loop. Schedule regular check-ins, say, end of week one, end of month one, to gather feedback from the new hire. Managers and HR should ask what’s going well and what questions remain. These conversations reaffirm that the company cares about their progress and allows you to address any confusion. You should also train your buddies and mentors on how to engage effectively. Not everyone naturally knows how to coach a newcomer, so give buddies some guidance or even a brief training on being welcoming and helpful. Additionally, involve senior leadership in engaging ways: perhaps a live Q&A session (in person or via webinar) where new hires can interact with a C-level executive, or short video messages from executives spread throughout the onboarding content. When executives and managers are visibly invested in onboarding, new employees feel valued and pay closer attention to learning the ropes.
5. Measure and Refine: Treat your onboarding program as a living process that you will continuously improve. Gather data and feedback: quiz scores from interactive modules, completion rates, and feedback survey responses from new hires. Look at outcomes down the line, retention rates of those who went through the new onboarding program, their time-to-productivity, and even error rates or compliance incidents in their first year compared to those who had a more traditional onboarding. If you notice, for example, that new hires consistently struggle with a certain policy quiz, you might improve that module or add more interactive practice on that topic. Or if engagement metrics show that few people watch a particular video to the end, perhaps it needs to be shorter or more interesting. By analyzing these insights, HR and L&D (Learning & Development) teams can tweak the content and methods. Also, stay updated on emerging onboarding trends. The tools and techniques for engagement evolve, today’s innovation (like AR scavenger hunts) might become tomorrow’s standard practice. Being open to adopting new ideas will keep your onboarding program fresh and effective for each new wave of employees.
A thoughtful implementation also involves ensuring consistency and scalability. Interactive, multimedia onboarding shouldn’t mean a free-form experience that varies wildly; core messages and values must be consistently conveyed to every hire. Create templates and guidelines for each part of the program so that if you have multiple facilitators or managers onboarding people, they provide a similar quality of experience. Enterprise leaders should see engaging onboarding as an investment: while there may be upfront costs to produce videos or purchase e-learning content, the payoff is a workforce that’s better trained, more engaged, and less likely to churn. In fact, companies that invest in comprehensive onboarding and training see dramatically higher retention, one study found 94% of employees would stay longer at a company that invests in their learning and development. Ultimately, by implementing these engaging practices, you create a win-win: new hires feel excited and supported, and the organization benefits from their faster growth and stronger commitment.
In today’s competitive talent landscape, onboarding is not just an administrative step, it’s a critical investment in your people. An engaging, interactive onboarding program creates a lasting first impression that your organization is innovative, caring, and committed to employee success. From an HR perspective, it lays the foundation for a high-performance, high-retention workforce. From a CISO or compliance perspective, it ensures that important topics like security and ethics truly stick with employees through active learning. And from the viewpoint of business owners and leaders, it drives ROI by accelerating new hire productivity and reducing the costly churn of talent.
Making onboarding engaging does require creativity and effort. It might mean rethinking old slideshows in favor of dynamic e-learning, carving out time for team bonding activities, or adopting new technologies like AR/VR to simulate real-world tasks. But the results are worth it: employees who start inspired and well-equipped will carry that momentum forward. They’ll be more confident in their roles, reach full productivity faster, and become enthusiastic contributors to your company’s mission. In essence, you are converting new hire orientation into new hire integration, seamlessly blending the individual into the organization through experiences that resonate on a personal level.
Finally, remember that onboarding is an ongoing journey, not a one-day event. The best programs extend beyond the first week, with continued learning and support through that critical first 30, 60, even 90 days. By sustaining engagement with interactive check-ins, refresher trainings, and mentorship, you reinforce the positive impression made at the start. When employees reflect on their decision to join your company, a vibrant onboarding experience will stand out as validation that they made the right choice. It sends a clear message: we value you, and we’re willing to invest in your growth from day one. That message, delivered through engaging and multimedia-rich onboarding, is one that resonates across all industries and levels, and it pays dividends in building a motivated, loyal, and high-performing team.
Engaging onboarding sets the tone for an employee’s experience, boosting retention by up to 82% and productivity by over 70%. It helps new hires feel welcomed, supported, and more committed to their roles.
Interactive learning uses activities like quizzes, simulations, and role-playing to help employees learn by doing, which can improve retention rates up to 60% compared to traditional lecture-style methods.
Videos, interactive e-learning modules, AR/VR simulations, and even podcasts can make onboarding more engaging by catering to different learning styles and delivering content in a dynamic way.
Gamification adds elements like points, badges, challenges, and leaderboards to onboarding activities, motivating new hires to participate and learn while fostering friendly competition.
Design a blended plan with varied formats, use the right tools, personalize experiences, involve real people through mentors and check-ins, and measure results to refine the process.
