Hi,
This is my first posting in this site, i have found it really useful to all HR team.
I have a problem in our BPO of retention of the candidates who have collected offer and there was no show or offer reject.
How should i explain to the management? as they are pressurising us saying we are not closing positions.
Any suggestion?
From India, Bangalore
This is my first posting in this site, i have found it really useful to all HR team.
I have a problem in our BPO of retention of the candidates who have collected offer and there was no show or offer reject.
How should i explain to the management? as they are pressurising us saying we are not closing positions.
Any suggestion?
From India, Bangalore
I would not explain to management anything until you *know* why people are not starting. You could say to them that you are examining why people are not starting. Then, I suggest you find out why people are not starting by:
-brainstorming with your peers the possible reasons for people not starting
-asking non-starters why they did not start (this will require a good dose of interpersonal skills to do this effectively)
-review your salary offers (are they competitive?)
-review your recruitment process (are you looking in the right places?)
-review your selection process (are you selecting candidates with a good fit?)
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
6-brainstorming with your peers the possible reasons for people not starting
-asking non-starters why they did not start (this will require a good dose of interpersonal skills to do this effectively)
-review your salary offers (are they competitive?)
-review your recruitment process (are you looking in the right places?)
-review your selection process (are you selecting candidates with a good fit?)
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
I agree with Viki, first you should find the cause for the problem. Do some market research. Analyze procedures in similar companies. Observe the trends. And also evaluate your recruiting, selecting, hiring procedure. Put your self in the candidates’ shoes. Would you want to join this company if it was you?? If not, try to approach it in a manner where your company image reflects what the candidates’ are looking for.
Always remember as much as the candidates’ need a job, they may have so many options open. And some of the best possible candidates might not even be looking for jobs.
Evaluate your current procedure and come out with a better strategy.
From Sri Lanka
Always remember as much as the candidates’ need a job, they may have so many options open. And some of the best possible candidates might not even be looking for jobs.
Evaluate your current procedure and come out with a better strategy.
From Sri Lanka
Hi,
My suggestion would be since it is ur responsibility to fulfil the target so u should try to make an analysis of ur competitors. U should try to find the trend in the market pertaining to ur problem. It will be a lengthy procedure but believe me if u give ur management the exact figures of offer reject in similar industry they will be more convinced. Once u are able to get their support then try finding ways of coming out of the problem.
Regards,
Pooja
From India, Pune
My suggestion would be since it is ur responsibility to fulfil the target so u should try to make an analysis of ur competitors. U should try to find the trend in the market pertaining to ur problem. It will be a lengthy procedure but believe me if u give ur management the exact figures of offer reject in similar industry they will be more convinced. Once u are able to get their support then try finding ways of coming out of the problem.
Regards,
Pooja
From India, Pune
Hi Sudheer,
I can understand that business loss due to lack of manpower is a one of the most critical factors for the success of a BPO. so,
1. Explain your management that it is better to have a backup manpower as the attrition is very high.
2. When u are requiring 2 manpower, send offer to 3 people.
Regards
Sathya
From India, Madras
I can understand that business loss due to lack of manpower is a one of the most critical factors for the success of a BPO. so,
1. Explain your management that it is better to have a backup manpower as the attrition is very high.
2. When u are requiring 2 manpower, send offer to 3 people.
Regards
Sathya
From India, Madras
Hi This is the same problem we are facing in our company.. we are doing a Black Belt project on the same to improve the conversion rate from current to 15% hike.
There may be lot of causes like,
Salary, Service Agreement with the company, shift timings etc.
Make sure when do the first round of interview itself to explain the candidate all these factors which will help you to minimise the conversion.
In the HR round if you feel that the person is cat on the wall there is no need to give offer to such type of people.
Regards,
Siva
From India, Madras
There may be lot of causes like,
Salary, Service Agreement with the company, shift timings etc.
Make sure when do the first round of interview itself to explain the candidate all these factors which will help you to minimise the conversion.
In the HR round if you feel that the person is cat on the wall there is no need to give offer to such type of people.
Regards,
Siva
From India, Madras
Hi Siva,
mainly in all most all the companies suffer from this problem. You have mentioned that you are doing black belt project to improve conversion rate. Can you please enlighten me regarding this. What exactly it means?????????????
mainly in all most all the companies suffer from this problem. You have mentioned that you are doing black belt project to improve conversion rate. Can you please enlighten me regarding this. What exactly it means?????????????
Hi Sudheer,
This is nikki,( Ankita)
Good to see you on this site.
Which companya re you working with,
And as far as the retention is concerne, do u guys have some fixed dates of joining for the new hires,
Like in out company, we have fixed up the date of joining tentatively after every 15 dyas, and we make sure of strong follow up calls for the ones who have taken up the offerletter.
And put them on training process, before they actually hit th efloor.
regds
Ankita
From India, Delhi
This is nikki,( Ankita)
Good to see you on this site.
Which companya re you working with,
And as far as the retention is concerne, do u guys have some fixed dates of joining for the new hires,
Like in out company, we have fixed up the date of joining tentatively after every 15 dyas, and we make sure of strong follow up calls for the ones who have taken up the offerletter.
And put them on training process, before they actually hit th efloor.
regds
Ankita
From India, Delhi
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