According to the latest ManpowerGroup Employment Outlook Survey, the 'Great Resignation' in India is impacting the hiring sentiments in the IT and technology sector companies. At SkillCounty we have noted increased trends in compensation, volumes in pipelines have reduced and there are more losses in the hiring cycle than before. As a result, our hiring effort has increased by at least 30%. We have started to emphasize more on Campus Recruitments.
What do you feel about this situation? Are you facing the same problems?
From India, New Delhi
What do you feel about this situation? Are you facing the same problems?
From India, New Delhi
Again and again, I keep coming back to the one thing that can help solve your recruitment and attrition problems.
THE RECRUITMENT PROCESS
If you don't have a robust, and consistent recruitment process in place to find the RIGHT people to interview in the first place, you are never going to win this battle. End of story.
Add to that the problems that some potential job seekers only want to work for top tier companies, regardless of whether they have skills and experience to do so. Any other employer will only be a stopgap, and employing those sorts of people will lead to disaster.
Some are only interested in money and benefits, so weed them out as well. They cause more grief than they are worth.
At the same time, you need to look at your own organisation. Do you provide a decent living wage, leave policies, and benefits, do you have senior management that walks the talk, do you have department managers who treat their staff with respect and dignity, do you provide training and a genuine progression in the ranks, etc etc?? In short, is your organisation one which values each and every employee, and sees them as part of the success and profitability of the organisation, i.e. a win/win for everyone?
You get one shot at recruitment, stuff it up and it is an expensive mistake.
You can search this site for all my previous posts on recruitment.
From Australia, Melbourne
663THE RECRUITMENT PROCESS
If you don't have a robust, and consistent recruitment process in place to find the RIGHT people to interview in the first place, you are never going to win this battle. End of story.
Add to that the problems that some potential job seekers only want to work for top tier companies, regardless of whether they have skills and experience to do so. Any other employer will only be a stopgap, and employing those sorts of people will lead to disaster.
Some are only interested in money and benefits, so weed them out as well. They cause more grief than they are worth.
At the same time, you need to look at your own organisation. Do you provide a decent living wage, leave policies, and benefits, do you have senior management that walks the talk, do you have department managers who treat their staff with respect and dignity, do you provide training and a genuine progression in the ranks, etc etc?? In short, is your organisation one which values each and every employee, and sees them as part of the success and profitability of the organisation, i.e. a win/win for everyone?
You get one shot at recruitment, stuff it up and it is an expensive mistake.
You can search this site for all my previous posts on recruitment.
From Australia, Melbourne
As pointed out by Mr. John, the recruitment process does not end with merely selecting the candidates but has to be backed with an Organisational Culture where individuals are valued and dealt as human beings.
Once the candidate is issued Welcome Mail, there has to be follow up mails regularly updating about the organisational developments, enquiring about the well being, travel arrangement, family commitments, weather & climate of the city (if the candidate is from outstation), possible accommodation help, day to day commutation to the work place, the availability of food items, the scope for employment of spouse, children education, medical facilities locally available etc etc. Send regular capsules of information so that the candidate develops an affiliation feeling even before joining. The organisation has to have strong work culture emphasing the worth of employees, giving sufficient opportunity for growth and prove self worth.
Today the organisation cannot take its employees for granted, there is no dearth of opportunity for the talented. So there has to be a conscious attempt to develop policies and programmes to keep the employee engagement at high level. Merely paying good salary is not enough. HR has to render the employee experience to be worthwhile. Remember 'people leave the organisation not for higher salary but for poor bosses'.
From India, Mumbai
Once the candidate is issued Welcome Mail, there has to be follow up mails regularly updating about the organisational developments, enquiring about the well being, travel arrangement, family commitments, weather & climate of the city (if the candidate is from outstation), possible accommodation help, day to day commutation to the work place, the availability of food items, the scope for employment of spouse, children education, medical facilities locally available etc etc. Send regular capsules of information so that the candidate develops an affiliation feeling even before joining. The organisation has to have strong work culture emphasing the worth of employees, giving sufficient opportunity for growth and prove self worth.
Today the organisation cannot take its employees for granted, there is no dearth of opportunity for the talented. So there has to be a conscious attempt to develop policies and programmes to keep the employee engagement at high level. Merely paying good salary is not enough. HR has to render the employee experience to be worthwhile. Remember 'people leave the organisation not for higher salary but for poor bosses'.
From India, Mumbai
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