Dear All,
We have six branches all over the south, and one of our branches in Hyderabad is facing a recruitment problem. There is a challenge in attracting new recruits as the employees who join tend to leave the company very soon. I am the HR manager across all branches of our advertising company and I am unsure how to effectively attract and retain employees in this particular branch. We are in need of Account Executives and Art Directors.
Please help.
Jayashree
From India, Bangalore
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We have six branches all over the south, and one of our branches in Hyderabad is facing a recruitment problem. There is a challenge in attracting new recruits as the employees who join tend to leave the company very soon. I am the HR manager across all branches of our advertising company and I am unsure how to effectively attract and retain employees in this particular branch. We are in need of Account Executives and Art Directors.
Please help.
Jayashree
From India, Bangalore
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Hi Jayshree,
Attracting talent and retaining talent is one of the major challenges HR/recruitment professionals face. If the candidates you offer are joining and leaving in no time, it's time to review your internal procedures and systems. You may refer to these links for more information: http://www.workplace.ca/preview/mags...ticle3663.html, http://www.bmacewen.com/blog/pdf/Del....2005.June.pdf, http://blogs.ittoolbox.com/cio/marke...ng-talent-9338.
Thanks,
Kamaljit
From India, Pune
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18Attracting talent and retaining talent is one of the major challenges HR/recruitment professionals face. If the candidates you offer are joining and leaving in no time, it's time to review your internal procedures and systems. You may refer to these links for more information: http://www.workplace.ca/preview/mags...ticle3663.html, http://www.bmacewen.com/blog/pdf/Del....2005.June.pdf, http://blogs.ittoolbox.com/cio/marke...ng-talent-9338.
Thanks,
Kamaljit
From India, Pune
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Here’s something that i found in the downloads section here on citehr!! check it out...
From India, Pune
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From India, Pune
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Dear JayaShree,
The problem that you have stated is not about recruiting; it is more about retention. Try to get to the root cause of the problem. Try conducting telephonic exit interviews with people who have recently left the organization. Ask an HR executive to do this as it would help in identifying the root cause of the problem and focus more on interacting with employees to understand their satisfaction levels. This approach would aid in improving retention.
I hope this suggestion is helpful.
Regards,
Ravi Dua
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The problem that you have stated is not about recruiting; it is more about retention. Try to get to the root cause of the problem. Try conducting telephonic exit interviews with people who have recently left the organization. Ask an HR executive to do this as it would help in identifying the root cause of the problem and focus more on interacting with employees to understand their satisfaction levels. This approach would aid in improving retention.
I hope this suggestion is helpful.
Regards,
Ravi Dua
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Dear Jayashree,
Ravi is right, retention is a problem in your case. Along with telephonic conversations with the departed employees, also sit with their supervisors to understand the exact reasons for their departure. Find out which industry they have joined. If most of them have joined the same industry, try to identify the other benefits they are receiving that are missing in your company. Take a comprehensive look at your industry and then compare your organization with it.
Sometimes, small and additional benefits provided to employees are sufficient to attract them, so analysis is required to determine the root cause. This analysis will help you in restructuring some of your policies to retain your employees.
Best of luck.
Regards,
Shilpi
From India, New Delhi
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Ravi is right, retention is a problem in your case. Along with telephonic conversations with the departed employees, also sit with their supervisors to understand the exact reasons for their departure. Find out which industry they have joined. If most of them have joined the same industry, try to identify the other benefits they are receiving that are missing in your company. Take a comprehensive look at your industry and then compare your organization with it.
Sometimes, small and additional benefits provided to employees are sufficient to attract them, so analysis is required to determine the root cause. This analysis will help you in restructuring some of your policies to retain your employees.
Best of luck.
Regards,
Shilpi
From India, New Delhi
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Hi, Jayshree.
I am Robbin Alex.
First of all, you are a manager - stay on top of things, keep your ears to the ground.
We need to understand the priorities - Is it Recruitment/Retention/Attraction Analysis/Revenue? What among these will you put on high and progressive priorities?
Well, you will need to:
- Schedule a branch meeting where you get to speak to your people, preferably a SKIP LEVEL MEETING.
- Make some analysis sheets and ask the people to fill them.
- Take the same measures in all the branches (ask people to fill your test and submit to you).
- Try to analyze all their needs and wants.
- Major issues like salaries/facilities/leaves/space, etc., should be given preference.
- Take the industry study: like a salary survey in the ad industry at various levels.
- Encourage people to speak, give them space, open-door policy.
- Take them out.
- Show them that the company is growing, show them their contribution, why we are here today because of you, tell them we need you.
- Show them the ladder, the growth, and revenue benefits if they stick to your company.
Speak to your management that you are about to do this. Trust me, you are going to benefit from this because I have done this a few months ago.
If you need more clarifications, you are free to ask. Discuss with the management, call for a get-together, or an ice-breaking session.
From India
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I am Robbin Alex.
First of all, you are a manager - stay on top of things, keep your ears to the ground.
We need to understand the priorities - Is it Recruitment/Retention/Attraction Analysis/Revenue? What among these will you put on high and progressive priorities?
Well, you will need to:
- Schedule a branch meeting where you get to speak to your people, preferably a SKIP LEVEL MEETING.
- Make some analysis sheets and ask the people to fill them.
- Take the same measures in all the branches (ask people to fill your test and submit to you).
- Try to analyze all their needs and wants.
- Major issues like salaries/facilities/leaves/space, etc., should be given preference.
- Take the industry study: like a salary survey in the ad industry at various levels.
- Encourage people to speak, give them space, open-door policy.
- Take them out.
- Show them that the company is growing, show them their contribution, why we are here today because of you, tell them we need you.
- Show them the ladder, the growth, and revenue benefits if they stick to your company.
Speak to your management that you are about to do this. Trust me, you are going to benefit from this because I have done this a few months ago.
If you need more clarifications, you are free to ask. Discuss with the management, call for a get-together, or an ice-breaking session.
From India
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