Hi all,
I am Sandhya, working for a software company as HR. Kindly, can anyone help me to know the best practices for employee retention? In my company, freshers are joining and leaving the organization without any proper notice period. They cite some personal reasons for leaving which we can understand. Additionally, we do not believe in implementing bonds.
Please assist me in finding the best practices to reduce employee turnover.
Thanks & Regards,
Sandhya
From India, Visakhapatnam
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1I am Sandhya, working for a software company as HR. Kindly, can anyone help me to know the best practices for employee retention? In my company, freshers are joining and leaving the organization without any proper notice period. They cite some personal reasons for leaving which we can understand. Additionally, we do not believe in implementing bonds.
Please assist me in finding the best practices to reduce employee turnover.
Thanks & Regards,
Sandhya
From India, Visakhapatnam
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Hi Sandhya,
Here are some of my suggestions to tackle this:
1. If you are finding more attrition among freshers, it could be due to errors in the recruitment process. Study your recruitment process, discuss with line folks and management, collect feedback, and then identify the actual issues. If necessary, realign the process.
2. Try to understand the salaries offered in similar industries for similar positions and check for parity. You may not be able to completely eliminate disparity, but you can reduce it to some extent.
3. Make your induction/orientation process interesting and useful for the candidates.
4. Ensure that freshers do not feel lost when they join and keep them away from becoming 'lost souls' in your organization.
5. Avoid overloading freshers (or any new joiners) while also ensuring they are not left idle.
6. Inspire them and help them develop a passion for the work they are supposed to do.
I hope these suggestions are helpful. Let me know if you need further assistance.
From India, Bangalore
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Here are some of my suggestions to tackle this:
1. If you are finding more attrition among freshers, it could be due to errors in the recruitment process. Study your recruitment process, discuss with line folks and management, collect feedback, and then identify the actual issues. If necessary, realign the process.
2. Try to understand the salaries offered in similar industries for similar positions and check for parity. You may not be able to completely eliminate disparity, but you can reduce it to some extent.
3. Make your induction/orientation process interesting and useful for the candidates.
4. Ensure that freshers do not feel lost when they join and keep them away from becoming 'lost souls' in your organization.
5. Avoid overloading freshers (or any new joiners) while also ensuring they are not left idle.
6. Inspire them and help them develop a passion for the work they are supposed to do.
I hope these suggestions are helpful. Let me know if you need further assistance.
From India, Bangalore
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Innovations in Recruiting Strategies
Jobs, managers, and business units will be prioritized to maximize the impact on the business, given the limited resources in recruiting.
Competitive intelligence gathering will be added to the goals of corporate recruiting.
HR functions involved in any aspect of the recruiting process will be integrated through common metrics and rewards.
There will be a heavy focus on utilizing the "retired workforce" as contingency workers. In conjunction with that trend, there will be a renewed focus on hiring contingent workers during high growth periods to provide flexibility when the downturn occurs.
Additional income will be generated by making recruiting a profit center and selling surplus candidates to non-competitors.
Strategies will be shifted so that most recruiting for key positions begins before the need rather than just responding to recent openings.
Strategies and processes will be developed specifically to target candidates with the highest potential success rate and to actively discourage the large volume of unwanted and unqualified candidates that typically flood the recruiting process.
Managers will take more ownership and a greater role in recruiting, as more accurate ROI calculations demonstrate the critical impact of recruiting on their business success.
Thanks,
Jambu Sreenivasan
From United States, Jersey City
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Jobs, managers, and business units will be prioritized to maximize the impact on the business, given the limited resources in recruiting.
Competitive intelligence gathering will be added to the goals of corporate recruiting.
HR functions involved in any aspect of the recruiting process will be integrated through common metrics and rewards.
There will be a heavy focus on utilizing the "retired workforce" as contingency workers. In conjunction with that trend, there will be a renewed focus on hiring contingent workers during high growth periods to provide flexibility when the downturn occurs.
Additional income will be generated by making recruiting a profit center and selling surplus candidates to non-competitors.
Strategies will be shifted so that most recruiting for key positions begins before the need rather than just responding to recent openings.
Strategies and processes will be developed specifically to target candidates with the highest potential success rate and to actively discourage the large volume of unwanted and unqualified candidates that typically flood the recruiting process.
Managers will take more ownership and a greater role in recruiting, as more accurate ROI calculations demonstrate the critical impact of recruiting on their business success.
Thanks,
Jambu Sreenivasan
From United States, Jersey City
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Effective employee retention strategies-BPO. doc
Attrition Control and Retention Strategies for Changing times.ppt