Hi, I am looking after the recruitment of data-entry operators for my company. However, my observation is that these people leave within 2-3 days after they have joined. It takes a lot of time, effort, and money to bring these people in, but there never seems to be a proper balance between cost and benefit. This has been an ongoing issue for a year that needs a proper solution. Can anyone please suggest what I could do?
From India, Mumbai
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From India, Mumbai
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Hello Neha,
Attrition is something that you cannot stop totally, but you can definitely reduce it. If you are hiring candidates from your own source, then start making them sign a bond paper or an agreement where it will be mentioned that they can't leave the job within 6 months or 1 year, whatever you feel is the right period.
Suppose you are hiring from any consultancy, talk to them about the matter. Tell them that if candidates are leaving the concern in 3 months, then they have to provide a replacement for the candidate free of cost. If they don't agree, then switch to other consultancies because this is a consultancy rule. I hope it will help. All the best.
Regards,
Sohini
From India, New Delhi
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65Attrition is something that you cannot stop totally, but you can definitely reduce it. If you are hiring candidates from your own source, then start making them sign a bond paper or an agreement where it will be mentioned that they can't leave the job within 6 months or 1 year, whatever you feel is the right period.
Suppose you are hiring from any consultancy, talk to them about the matter. Tell them that if candidates are leaving the concern in 3 months, then they have to provide a replacement for the candidate free of cost. If they don't agree, then switch to other consultancies because this is a consultancy rule. I hope it will help. All the best.
Regards,
Sohini
From India, New Delhi
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Hello, Friend,
Yes, as suggested by Sohini, some of the administrative steps will help reduce attrition to some extent. I suggest you conduct a study of the people who are staying in the company as data entry operators. This is called a "Stay interview" as compared to an Exit Interview. There will be certain factors that you will be able to know which have a correlation with retention. Then use these criteria for the selection of candidates when recruiting. Of course, the recruitment process will become a little more exacting, but retention will also be better.
Another option is to think of a scheme to take certain people with basic qualifications, provide them training for data entry operation free of cost, and have them sign a service bond. This may help retain people.
Regards, Nishikant
From United States, Greensboro
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Yes, as suggested by Sohini, some of the administrative steps will help reduce attrition to some extent. I suggest you conduct a study of the people who are staying in the company as data entry operators. This is called a "Stay interview" as compared to an Exit Interview. There will be certain factors that you will be able to know which have a correlation with retention. Then use these criteria for the selection of candidates when recruiting. Of course, the recruitment process will become a little more exacting, but retention will also be better.
Another option is to think of a scheme to take certain people with basic qualifications, provide them training for data entry operation free of cost, and have them sign a service bond. This may help retain people.
Regards, Nishikant
From United States, Greensboro
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Another suggestion could be to recruit someone referred by the employees within the organization. Lakshman
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Laxman has advised well. I have done so in my carrier in past 10 yrs, 7 found helpful.; Regards Suresh
From India, Nagpur
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From India, Nagpur
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Attrition Control and Retention Strategies for Changing times.ppt
BEST RECRUITMENT STRATEGIES.doc