Business Challenge
Increased Stress Levels
Delayed responses
Role ambiguity
Low job satisfaction
High attrition rate
IMPACT
- Three days of hiring was economical in terms of time and money for both parties: job seekers and the hiring team.
- The interaction and ‘be a part of the organization for 1-day’ activity helped possible newcomers give clarity on whether or not they can fit into the company’s culture.
- The role ambiguity factor was reduced to 25% straight since the prior understanding of the nature of work for newcomers.
- Attrition rate reduced to 6% in six months.
- Buddy culture imbibed feelings of cohesiveness, belongingness, and being valued as reported by 10% of the new hires by the end of six months.
- HR department managed to respond to most queries and back piled emails. Internal responsibilities were re-divided within the department.
FLOOR INSIGHTS
- Role ambiguity challenges with new hires, 15% of the new hires were not clear about their weekly responsibilities.
- The hiring cycle was longer than average industry standards.
- Gaining insights on lower job satisfaction after conducting workshops on the floor. .
- Delayed responses on FNF and other queries by the HR department.
BEHAVIORAL DRIVERS
- Changes in the hiring cycle.
- Changes in onboarding & induction criteria.
- Experiential workshops & programs, adding company values to employees.
- Refining roles and training HR personnel.
APPLICATIONS
- The final stage of the hiring process was cut short to 3 days instead of 15 days.
- Applicants were allowed to interact with current employees and be a part of the workplace for the entire day.
- At the end of the induction day, role-play activities were introduced. Role play on topics like “Imagine you’ve worked for the organization for 6 months, what values do you seek from the organization, and what can you add more from your end.”
- Buddies were provided after 3 months of completion to a new hire.
- All the members of the HR department were asked to be trained to hold accountability to respond and learn all the initial and exit procedures to manage well in the absence of the senior HR manager.