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High Attrition Rates in IT-BPO Industry
How to Reduce Employee Turnover
By : WikiHow
Date : 15 Oct 2007
If you want to have an effective hiring campaign, you have to think long term. When hiring new employees, it can be difficult to consider how they will benefit your organization for the long haul. Fortunately, there are a variety of ways to make sure you pick the right employees who will stay with your company. The following are instructions on how to prevent quick employee turn-around.
STEPS:
- Don't hire out of desperation. Do not just hire an employee because you needed someone to fill the position yesterday. That is what temporary employees are for. If you are looking for someone to fill the position long term, it is best to take some time to do your research. Gather as much information as you can about a job applicant. Information you would need is contact information for personal and business references, a list of past and present employers, social security number, birth date and more. These items will help you complete reference checks and to perform background checks to find out about any past criminal activity.
- Start off with temp-to-hire. The best way to find out how an employee works without having to pay them the full wage is to hire that person as a temporary employee. If that person proves to be productive, you can hire that person on permanently. If not, you can look for a new temporary employee. Oftentimes, you will find that temporary to hire employees are new applicants looking to get their foot in the door and are eager to get started. This is a very viable option for you. You may find someone who wants to stick around for the long haul that you actually would want on your team. You'll have given yourself a chance to become familiar with their work ethic, reliability, performance, and dedication to the job.
- Offer skill testing. If you want to decrease employee turn-around, you can perform skill tests on your job applicants. You can either do this directly through your human resource department or you can contract this responsibility out to a job placement agency. This is one of the tools that will help you determine whether you have found the best fit for each position your company has open. Not only that, but it also cuts down on your new applicant recruitment costs.
- Pay well. If you've gone through the trouble of finding great candidates, you want to make sure you can persuade them to come on board and have them stay.
- Show appreciation. Many employees almost always know when they are doing a job wrong. However, these same employees very rarely ever hear from their employers when they are doing their job right. Encourage your employees by saying kind words to them, and telling how much of a good job they are doing. If you do that, they will be more likely to accept any words of advice on how to improve their work later on.
TIPS:
- Give awards and rewards for achievement. Awards can be items such as employee’s pins for good attendance or cash incentives for increased department productivity. You can also offer extra paid time off as a reward, or free company merchandise. However, stay away from incentive programs that pit employees against one another, as the resulting competition can yield tension and bad faith.
- Offer employees the option of cross-training. Though there are many employees who only want to know their own job, many get bored and like the challenge of learning new skills. Having employees who know more than just their own job benefits both you and them. If you lose an employee, you have others who can step in and take their place. If a job position gets phased out, the employee can move to a new area with the skills they have acquired! Though many employees may not take you up on your offer to cross-train them, some will.
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