Attrition Rate Of Freshers - How To Find People Who Will Stay Longer?

Conducting interviews in the college campuses is a good options. As some body already indicated, it is very essential to indicate the job profile and job responsibilities before conducting the campus interviews. This helps the candidates to decide before taking up the interview itself. The next phase of initial 3 to 4 months in the organisation is the most important for both employer and employee. Here the candidates have to be taken care about the jobs assignments given to them and the guidance given to them. In case the candidate feel that there is no proper guidance, he/she starts thinking to quit. The best way is to give some learning exercises related to the field of work and review them periodically. This has to be followed by how the learning is related to their work.
The common problems related to recruiting fresh candidates is lack of above exercises in a religious manner.
Thank you
K V Ratnakar

Hello Vinayak Khare,

Radhika Bhatia & Sajal Kumar have given you very realistic & practical inputs to work-on.

It's no use blaming the freshers or even expecting them to even understand FULLY whatever you say in the Pre-Placement talks/presentations--for the simple reason that the language they understand AT THIS POINT OF TIME in their life & career is different from what we are used to.

When I say 'understand FULLY', what I mean is the complete consequences & import of what's being said by you--NOT the literal meanings.

Even MNCs have to problems that you mention--despite the Brand image they have.

From an Employer's perspective, pl note that it's MORE TOUGH to psychologically judge a fresher than any lateral candidate.

Like Radhika Bhatia mentioned, suggest focus on the 'WHY' of the fresher's decision to join you.

I would even suggest to go much farther back into time--why did he/she chose the particular specialization in the first place in college--everyone has unique reason(s). If you get the reply 'for money', 'friends' suggestions' etc, you can be at least 90% sure that this individual CAN'T make-up his/her mind on his/her own [at least at this point of time]. The chances of him/her leaving soon is high.

As a general thumbrule, if it takes 10 mins for you to psychologically judge a lateral candidate, pl be prepared to spend at least 20 mins the time when you attempt to judge a fresher [I am NOT counting the time needed for technical evaluation during interviews]. After all, that category is still evolving....BOTH mentally & professionally.

And if you CAN you may also need to double-up as a career counsellor--though how much seriously the fresher would take your words/guidance is a bit doubtful, as you would be VIEWED to be a part of the Hiring process. Quite often, the mental makeup of that crowd is to give far more weightage to their classmates/peers than to a professional [howsoever lopsided & misplaced it may be].

All the Best.

Rgds,

TS