Hello,
I am the founding member of a mid-size IT company (~ 80 personnel). I am not a HR guru. So, here's my question to you:
Other than keeping the new hires motivated and on-boarding them properly, what can be done to ensure they do not abscond. I have seen employees join, and vanish within a month citing any number of reasons, none of which actually turned out to be true. We have tried keeping cheques for 2 months salary as security, and that process has turned into a joke since a lot of new hires resist it and leave. If we tell them about this policy at the time of shortlisting, a lot of people don't even turn up for the final interview (so my HR team tells me).
Now we are contemplating keeping originals as security - does this help? Is it a stick big enough and will it drive people away like the cheque does?
Do bonds help? From what I have been reading on this site, bonds only help if some sort of training was provided. Does training given by me on our product line, product architecture count? Can internal trainings be used a means to show up as training, and hence associate a cost to them, add a tangible financial loss metric to support the bond?
Thanks,
Padam
I am the founding member of a mid-size IT company (~ 80 personnel). I am not a HR guru. So, here's my question to you:
Other than keeping the new hires motivated and on-boarding them properly, what can be done to ensure they do not abscond. I have seen employees join, and vanish within a month citing any number of reasons, none of which actually turned out to be true. We have tried keeping cheques for 2 months salary as security, and that process has turned into a joke since a lot of new hires resist it and leave. If we tell them about this policy at the time of shortlisting, a lot of people don't even turn up for the final interview (so my HR team tells me).
Now we are contemplating keeping originals as security - does this help? Is it a stick big enough and will it drive people away like the cheque does?
Do bonds help? From what I have been reading on this site, bonds only help if some sort of training was provided. Does training given by me on our product line, product architecture count? Can internal trainings be used a means to show up as training, and hence associate a cost to them, add a tangible financial loss metric to support the bond?
Thanks,
Padam