A high attrition rate, especially among newly recruited employees is a major concern today. It has negative consequences for the organisation, especially when attrition is in areas where employees
interface with customers. While reasons for attrition may be many, an early departure clearly indicates a failure in the selection process. The challenge facing managers is how to recruit right, and perhaps do away with attrition! There may be no guarantee for this, but it is possible to minimise the risk of a selection failure.
Evaluation methods like assessments and psychometric tests can help in selection by giving insights about candidates. However, these tools are expensive and time-consuming, and usually not available to managers when needed.
A personal interview is the decider in any selection process and it is important for managers to develop interview skills for making reasonable assessments. An interview is often an adhoc affair, sandwiched between a hectic work day, which gives managers very little time to understand the candidate’s profile and match it to the specific job requirement. Sometimes, the manager is under pressure to fill a vacancy and this can cloud rational decision making. Experienced managers have their own profile of who a good candidate may be and go by this judgement to make hiring decisions. They would naturally frame their questions to test the candidates on such attributes, but these may not necessarily match the requirements of the position to be filled. Such factors give managers very little time to plan for an interview or their focus during it may deviate from factors specific for the job at hand. Click here to read more...
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interface with customers. While reasons for attrition may be many, an early departure clearly indicates a failure in the selection process. The challenge facing managers is how to recruit right, and perhaps do away with attrition! There may be no guarantee for this, but it is possible to minimise the risk of a selection failure.Evaluation methods like assessments and psychometric tests can help in selection by giving insights about candidates. However, these tools are expensive and time-consuming, and usually not available to managers when needed.
A personal interview is the decider in any selection process and it is important for managers to develop interview skills for making reasonable assessments. An interview is often an adhoc affair, sandwiched between a hectic work day, which gives managers very little time to understand the candidate’s profile and match it to the specific job requirement. Sometimes, the manager is under pressure to fill a vacancy and this can cloud rational decision making. Experienced managers have their own profile of who a good candidate may be and go by this judgement to make hiring decisions. They would naturally frame their questions to test the candidates on such attributes, but these may not necessarily match the requirements of the position to be filled. Such factors give managers very little time to plan for an interview or their focus during it may deviate from factors specific for the job at hand. Click here to read more...
Read More IIPM Related Articles
Zee Business Best B-School Survey 2012
Prof. Arindam Chaudhuri's Session at IMA Indore
IIPM IN FINANCIAL TIMES, UK. FEATURE OF THE WEEK
IIPM strong hold on Placement : 10000 Students Placed in last 5 year
IIPM's Management Consulting Arm-Planman Consulting
Professor Arindam Chaudhuri - A Man For The Society....
IIPM: Indian Institute of Planning and Management
IIPM makes business education truly global
Management Guru Arindam Chaudhuri
Rajita Chaudhuri-The New Age Woman
IIPM B-School Facebook Page
IIPM Global Exposure
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IIPM B-School Detail
IIPM Links
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