Hi,
In the IT industry, attrition is some thing that challenges any efficient HR. Can this be checked at the time of selection of the right candidate? If yes, is it checked at the time of interview? What type of questions would help the HR identify that aspect?
Do we ask him about his commitment or ask questions relating to his attitude or what other kind of questions?
Plz help me out
Regards,
Soumya Shankar
From India, Bangalore
16In the IT industry, attrition is some thing that challenges any efficient HR. Can this be checked at the time of selection of the right candidate? If yes, is it checked at the time of interview? What type of questions would help the HR identify that aspect?
Do we ask him about his commitment or ask questions relating to his attitude or what other kind of questions?
Plz help me out
Regards,
Soumya Shankar
From India, Bangalore
Thatz a difficult decision to make, still one can ask few questions where you can make out whether the candidate might quit the company at an early stage.
I am not a professional to answer these, but still following questions might give you some ideas.
Ask him/her during the interview....
1. You should sign the contract for 6 or 9 months, will you?
Even if you dont have any procedure to make an employee sign a contract, ask the above question, so if the candidate says positively Yes, then you can consider he might stay atleast 9 months, (If he/she is satisfied with the job)
and you can add, if u sign for 6 months (say for ex - you will be paid 10k, if signed for 12 months, u will be paid 12k) something like that.
2. You can also ask if there is an opportunity and growth in MNC, will you shift?
3. You can also give him/her some case study - something related to the employee changing the job for the sake of growth/money, and can test what will be his answers,
From India, Bangalore
I am not a professional to answer these, but still following questions might give you some ideas.
Ask him/her during the interview....
1. You should sign the contract for 6 or 9 months, will you?
Even if you dont have any procedure to make an employee sign a contract, ask the above question, so if the candidate says positively Yes, then you can consider he might stay atleast 9 months, (If he/she is satisfied with the job)
and you can add, if u sign for 6 months (say for ex - you will be paid 10k, if signed for 12 months, u will be paid 12k) something like that.
2. You can also ask if there is an opportunity and growth in MNC, will you shift?
3. You can also give him/her some case study - something related to the employee changing the job for the sake of growth/money, and can test what will be his answers,
From India, Bangalore
Hi Pramod,
Thanks a lot. you have given me a wonderful idea. Case Study could be one of the best things to judge a person's mentality. I also liked the idea of contract. I shall surely follow that and let you know how it worked.
Regards,
Soumya Shankar
From India, Bangalore
Thanks a lot. you have given me a wonderful idea. Case Study could be one of the best things to judge a person's mentality. I also liked the idea of contract. I shall surely follow that and let you know how it worked.
Regards,
Soumya Shankar
From India, Bangalore
HI Soumya,
I think the case study will work out better than the contract. Becoz though most of the companies have the contract, still the attrition percentage is high in the software industry. So the case study will work well. And regular one to one meetings will do wonders.
Regards
Anu
From India, Madras
I think the case study will work out better than the contract. Becoz though most of the companies have the contract, still the attrition percentage is high in the software industry. So the case study will work well. And regular one to one meetings will do wonders.
Regards
Anu
From India, Madras
Hai Soumya,
1. In my experience you can retain a person for a maximum of one plus year not more than 2 , if the person is working in a technological field which is in boom nowadays.
2. There is always a craze for Brand name.
3. Go through the resume and analize the educational background of the employee. If found good , even in the interview , you will have his facial expression of having commitment towards job. Speak about growth in career , chances overseas etc. Only this and recognition will help retain the employees.
4. H.R. should not alone recruit employees but have one to one discussion about the profile , career etc very often.
5. H.R should not speak rules alone but try to build team.
I am able to do the above and was successful in retaining too.
Regards
N.Neelam
6.
From India, Madras
1. In my experience you can retain a person for a maximum of one plus year not more than 2 , if the person is working in a technological field which is in boom nowadays.
2. There is always a craze for Brand name.
3. Go through the resume and analize the educational background of the employee. If found good , even in the interview , you will have his facial expression of having commitment towards job. Speak about growth in career , chances overseas etc. Only this and recognition will help retain the employees.
4. H.R. should not alone recruit employees but have one to one discussion about the profile , career etc very often.
5. H.R should not speak rules alone but try to build team.
I am able to do the above and was successful in retaining too.
Regards
N.Neelam
6.
From India, Madras
Hi Neelam, Can you suggest how many HR personnel can be there in a s/w concern which is growing and has the number of employees as 150+. Regards Anu
From India, Madras
From India, Madras
Hello Soumya:
>In the IT industry, attrition is some thing that challenges any efficient HR.<
Why limit it to IT?
>Can this be checked at the time of selection of the right candidate?<
Yes.
The definition of the right candidate is one who stays on the job for a long time, enjoys the job and is successful doing the job.
>If yes, is it checked at the time of interview?<
For our 35,000+ clients the right candidates are usually identified after the first interview.
>What type of questions would help the HR identify that aspect? <
We use 317 questions that evaluate applicants' thinking styles, occupational interests and job related behaviors. It takes about an hour on the Internet.
>Do we ask him about his commitment or ask questions relating to his attitude or what other kind of questions?<
You may ask but job fit is almost impossible to assess during an interview. Why take hours of the interviewer's time and the applicant's time when one hour of the applicant's time is all that is needed?
Bob
From United States, Chelsea
>In the IT industry, attrition is some thing that challenges any efficient HR.<
Why limit it to IT?
>Can this be checked at the time of selection of the right candidate?<
Yes.
The definition of the right candidate is one who stays on the job for a long time, enjoys the job and is successful doing the job.
>If yes, is it checked at the time of interview?<
For our 35,000+ clients the right candidates are usually identified after the first interview.
>What type of questions would help the HR identify that aspect? <
We use 317 questions that evaluate applicants' thinking styles, occupational interests and job related behaviors. It takes about an hour on the Internet.
>Do we ask him about his commitment or ask questions relating to his attitude or what other kind of questions?<
You may ask but job fit is almost impossible to assess during an interview. Why take hours of the interviewer's time and the applicant's time when one hour of the applicant's time is all that is needed?
Bob
From United States, Chelsea
hi i second neelam n i like the contract idea. u can have a clause in the contract too tht they cant join ur competitor for 6 - 12 months ..like in the ad industry :lol:
From India, Mumbai
From India, Mumbai
Hi,
Thanks a lot for all your responses. It really helped me.
Iam basically a HR Generalist, but in my new co. i've got to handle even recruitment. I did not know how to go about the HR round.
Thanks once again.
Regards,
Soumya Shankar
From India, Bangalore
Thanks a lot for all your responses. It really helped me.
Iam basically a HR Generalist, but in my new co. i've got to handle even recruitment. I did not know how to go about the HR round.
Thanks once again.
Regards,
Soumya Shankar
From India, Bangalore
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