Dear Friends,
I am working in a CA firm where we hire consultants, CAs, Managers, etc. In this field, competition is high, and we want to recruit staff through the proper channel and proper inquiry to avoid any problems after recruitment because mostly CAs leave the company after 2 to 6 months, and then we face issues.
In such cases, what kind of preventions and policies should we follow to avoid attrition at an early stage? If I hire through a consultant, I don't think they provide good candidates. They mold their mind according to the employer's requirements, and in our industry, no one follows reference checks.
Please tell me what to do. Please help.
From India, Delhi
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21I am working in a CA firm where we hire consultants, CAs, Managers, etc. In this field, competition is high, and we want to recruit staff through the proper channel and proper inquiry to avoid any problems after recruitment because mostly CAs leave the company after 2 to 6 months, and then we face issues.
In such cases, what kind of preventions and policies should we follow to avoid attrition at an early stage? If I hire through a consultant, I don't think they provide good candidates. They mold their mind according to the employer's requirements, and in our industry, no one follows reference checks.
Please tell me what to do. Please help.
From India, Delhi
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Hi Swati,
Have you tried portals? Consultants, in any case, use portals. You could subscribe or maybe share portals (Naukri & Monster recommended) in a cost-effective manner.
You could try referral programs as well, wherein instead of paying consultants 8.33%, you pay about 5% to your employee referring a candidate. This would motivate them to recommend people to your organization. The best way to do this (if your people are IT savvy) is by implementing an employee referral program that is web-based. It works well for the BFSI sector. You could top that up with regular pop-ups, emailers, etc.
With regards to your query on inquire procedures, all companies conduct thorough background verification checks. Either they have an in-house team or outsource these activities. If your industry does not follow reference check procedures, you could always be the pioneer. No company waits for the other to implement a system that's going to do no harm and only good.
Hope the above helps.
Regards,
Imran.
From India, Mumbai
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Have you tried portals? Consultants, in any case, use portals. You could subscribe or maybe share portals (Naukri & Monster recommended) in a cost-effective manner.
You could try referral programs as well, wherein instead of paying consultants 8.33%, you pay about 5% to your employee referring a candidate. This would motivate them to recommend people to your organization. The best way to do this (if your people are IT savvy) is by implementing an employee referral program that is web-based. It works well for the BFSI sector. You could top that up with regular pop-ups, emailers, etc.
With regards to your query on inquire procedures, all companies conduct thorough background verification checks. Either they have an in-house team or outsource these activities. If your industry does not follow reference check procedures, you could always be the pioneer. No company waits for the other to implement a system that's going to do no harm and only good.
Hope the above helps.
Regards,
Imran.
From India, Mumbai
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hi swati, think portal would be the best way to recuirt candidates as now a day most of the compines started using portal
From India, Hyderabad
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From India, Hyderabad
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Hi Sawati,
I think the problem is not that complicated. What you need to do is to check the track record of the candidate. Also, at the time of the interview, you need to ask questions about stability. And also start asking your consultants to do a background check. Although it is not a trend in your industry, there is always a first time.
Secondly, you need to check internally why candidates are leaving. Because I don't see a trend that CAs or accounts guys have a shelf life of 6 months. Implement proper policies for recruitment as well as retention.
Regards,
Suyash Tambe
From India, Pune
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I think the problem is not that complicated. What you need to do is to check the track record of the candidate. Also, at the time of the interview, you need to ask questions about stability. And also start asking your consultants to do a background check. Although it is not a trend in your industry, there is always a first time.
Secondly, you need to check internally why candidates are leaving. Because I don't see a trend that CAs or accounts guys have a shelf life of 6 months. Implement proper policies for recruitment as well as retention.
Regards,
Suyash Tambe
From India, Pune
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Effective employee retention strategies-BPO. doc