Re-think Retention
Gourab Banerjee
Top Voice 2.0 | Employee Relations | Start-Ups | Talent Acquisition/Management
In a my recent past interview sessions across industries along irrespective locations I'm come across a wonderful experience getting interviewed with one of the top notch Human Resource Capital firm.
The interview was well planned and am quite adamant that something positive can come out as I've a detailed discussion with the Company HR followed by a face to face interaction though after meeting the HR in person and almost with the assurance of getting thru as soon I met the person from the Operations team am been thrown a very crucial question;I don't hold a MBA or relevant degree in HR but probably like others with experience so far working with people & problems am somehow justify what I do.
The question "What is Recruitment"
I immediately insisted her that what point of view is that she's expecting as an answer though she clarified my doubts and said "define it your way".
So,my exemplary answer was "it's Endless".
She repeated I exclaimed that's the best way I can define it unfortunately the answer never suited her expectations so I walked back and there's no further communication happened.
I really wander around the fact that why the employment Eco-system is so fragile out here & everywhere;the top-performer in your team or the least performer who further starts-up something of his own.
Of course people will switch jobs and nobody can put a wall of china around the fact but the other way is what isn't it re-hiring;ending up the relation on a good note wherein both the parties can fetch a prospect of growing their aspirations mutually.
In the long run it's just a gap of communication which can ruin your business outcomes;no employee is as worse if the person stays & grow within the system but a bit miscommunication between shouldn't change the course of action so the vision set at large scale.
It's never too late to think twice just before you're getting new people on-board.
Share your views let's grow mutually....
Retention of employees would be an organizational call, say we have organizations who would give you a retention bonus every 5 years, some give stock option which can be liquidated post 4 years. So the leaders should look at the long term plan for the organization & tailor the same accordingly. but this is becoming a thing of the past looking at the automation happening across the industry.