You are excited when you decide and narrow down on a candidate to get him/ her employed. You are looking ahead to benefit of them being in the organization to boost the companies gains. You have certainly selected employees to work in the organization for a reasonably long duration.

The selected employees are equally excited. Eager to show their utility to the company. To a stable life and have decided in their mind to stay in the company also for a reasonably long duration.

Why then more than often, that one finds that this win-win attitude turns out to be that of a honeymoon ending fast and a compulsion of the relations getting established t

Do we design the failure in our hiring system? Do we plant attrition accelerator in our hiring systems?

Let us see what some of the better managed companies do to avoid this ?

1.   The gates of the company are open for just a few. There is a rigorous seven step recruitment process. Company relies more on campus interviews . Spending is done on getting the “caught them young” and then giving a job and culture training .  The company’s requirements thus get molded in steel.

2.   Interviews are conducted not only by the boss, but by peers and sub-ordinates;

3.   Job   requirements   are   determined   and   clearly   spelled   out.    Competency requirements for the job to be fulfilled are defined and validated.

4.   Company finds a pride in projecting a well defined growth rate to the potential employee, avoiding any temptation of over commitments,

5.   Company has sustainable plans for reducing the un equilibrium between pay checks of earlier and the new employees after the recruits are selected. There is a pre-consensus on this issues with the current employees.

6.   New employees are not given probation period once he/she enters the company. This exercise is done from his /her picked up to the end of his/her induction training. At the end of the induction training he/she is either accepted to join the company or left out.

7.   On the day one, hour one after the induction training the employee is given the furnished place of work desk, with all  facilities. He/She is on the job and  on to the target immediately;

8.   A well come treat is thrown in his/her honor by the leader of the group;

This all is possible if ahead planning is done for the employment. The planning also requires contingent   arrangements one so hat the emergency to employment requirement is avoided. [Adequately populated bench is one of the contingent addressing measure].

The leader of these organizationally realize that one of his prime duty is to built a system that ensures quality staffing and retention. The leaders give importance and time in building, implementing and monitoring the employee selection process. They have the selection process to include the post selection induction trainings. And the results are a talent centric workforce and huge drive towards growth of the organization. This further attracts best talents to the organization. It is a compounded improvement to the earning capacity.

Needless to say that once in, the entrants are offered with unparalleled workplace environment.

It is important that this process has to be systemized, transparent and subject to systematic monitoring and measurement.

It is not an easy task, but it is mandatory for the health of the organization.