Economic Times recently published a report that said that Bad Hiring was costing Indian Companies Rs.2460 crores.
Pressure and urgency to fill up positions, wrong bench-marking, poor screening, non-competitive hiring team, lack of reference checks and fake identities/resumes were given as some of the major factors that led to wrong hires.
While such challenges will continue to exist (and several companies are getting creative with the solutions), it has become very critical for companies to focus on having an extremely robust grievance management system especially for new hires.
New hires most often are excited and charged up when they join a new company but end up becoming disgruntled and lose faith when there is an expectation mismatch. It becomes critical for companies to identify these expectation mis-matches early in the life cycle to address/resolve these issues.
A good grievance management system should have these components
- It has to be a 2 way mechanism – The employees have a specific number that they can call when they have an issue and the organisation proactively has a team ( best outsourced) to call the employees at regular intervals over the first 90 days to ensure that the employees feels they are being taken good care of.
- Maintains Confidentiality – Employee feedback should be treated with utmost confidentiality (when it’s not a specific individual/personal concern). Focus should always be on the issue – What was said & Why and not on Who said it?
- Offers Resolution – All grievances raised have to be addressed in the shortest possible time. Speed is of essence. The Manager or committee overseeing the grievance should execute the decision quickly. After implementing the decision, a follow-up must be there to ensure that the grievance has been resolved completely.
Taking care of new employees will always have a long term positive impact on any Organisation.2