The selection process is flawed and with the result many unsuitable candidates get selected.
Too many candidates come for interview and many get selected and exit within short time.
This is not good for the company as recruitment expenses go up and market reputation of company gets hit adversely.The firm will be termed as bad place to work and you will get poorer and poorer quality of applicants with no commitment to the job.
HR team and marketing team need not spoon feed, but should train the new entrants properly and guide them well.
This direction to train new entrants has to come from higher management and reasons for quick exits would be examined seriously.As long as senior management does not view exits seriously,things cannot improve.
HR power and ability to stop quick exits is limited.
Problem stems from top management attitude and unless they change things will be difficult.As HR you can discreetly quantify the increasing recruitment costs, hampering of jobs and wastage of time in preparing exit letters/formalities for exit and then formality of welcoming new employees.This will finally affect bottom line of the company and then management will see the value of retaining employees and training them well to achieve company targets.
HR by itself can advice but cannot do much to change attitudes of managers wo are being guided by higher levels to hire and fire.
23rd July 2018 From India, Pune
Thanks and Regards,
1st August 2018 From India, Delhi
Mr Nathrao has covered important points in his reply. The most importance sentence in his reply is "The selection process is flawed and with the result many unsuitable candidates get selected."
Two things are noticeable from your post. One is that you "boss" has told not to dip your hand in the jar of administration which includes recruitment also. Therefore, as instructed, you may "stay out of this".
The second thing that emerges is that your company has not calculated "Cost of Poor Recruitment". Because of the selection of the inferior candidates, they are required to be terminated. But then this termination must be impacting work culture in general and customer satisfaction in particular. Therefore, what is the cost of termination?
This cost of termination must be weighed against cost of employee training. If the former is higher then your "boss" must take action to reduce it and one of the means to do it is to train the employees. However, your boss has attitude to browbeat the juniors therefore question arises is whether it is worth to bell the cat!
One of the means of improving the quality of recruitment is to introduce aptitude tests if these are not conducted. Those who have high IQ obviously have high grasping power. For better selection, introduce the tougher IQ tests. But the flip side of this move is to check whether your company has a culture that supports people with high IQ. Else, far from you terminating them, they will start quitting on their own!
1st August 2018 From India, Bangalore
Thanks for sharing your feedback Mr. Dinesh. Recruitment team does conduct psychometric tests for higher level positions but it is true that they have flaws during hiring process for other positions that have ultimately lead to increase in attrition rate. You have rightly said that management should evaluate cost of poor recruitment, I will try to highlight the same during hr meetings.
Thanks and Regards
3rd August 2018 From India, Delhi