Lateral Hiring & RetentionChallenges, Strategies & Practices

BySubba Raju Pericherla

HiringHow to find the Right Talent, Excite and Attract them

Why Lateral Hires?Well-groomedMatureReadily deployableImmediate billingIn-organic growth

When To Hire Laterals Aggressively?Strong Business needComing out of downturnNext level of growth needs

impetus

MotivationsBusiness CaseBrand ImageMaturity of the OrganizationStabilityChange AgentFresh Perspective, Thoughts &

SolutionsDiversity

ChallengesExpensiveCultural AlignmentRetentionLoyaltyBusiness StabilityMotivation to Home-grown employees

lostFinding good stable people is difficultTime consuming

Thoughts to share...1.3

Billion350

Million20

MillionPopulation of India Some Spoken English Fluent In English

10%

60%

18%

8%

4%

Decision Pending Joined Not Joining Rejected yet to join

Preparation Get a Strong Sponsor or

Business Case Get the requirements clear Get the right head hunters Right resource is to be

accountable Get the panel right Send a consistent message

Process Strong Initial Contact Good First Impression from

Stakeholders Quick Qualification Strong Cultivation Competitive Offer Explain the Offer Arrival & Integration

PitfallsDon’t go for Quick-fixDon’t go for Short-term gainsDon’t go for Short hiring window

Voice of the Industry - Hiring

A shift to a more challenging work has lots of meanings for the associate, who feels threatened by a thought if their shift is one step before a pink slip. Addressing this concern is a challenge.

Founder, SME

Market Positioning of Brand or Company primarily influences in attracting Talent.

Candidates decline offer after accepting( They don’t show up on joining date, without any intimation)

HR Head, Mid-Level IT OrgFinding technically strong people managers is difficult as India is traditionally a Services led IT industry

Very few people have true product building or management experience

Sr. Product Director, Large Product Org

RetentionHow to keep them happy and with the company

RetentionRespectResponsibilityGrowth – Well-defined &

ConsistentMentoring & MentorSecurityTrustBenefitsFreehand

Vision affects RetentionHave a long-term VisionShare the VisionMake them part of the VisionShow progress on the Vision

Voice of the Industry - RetentionAssociates feel that there is a

lack of growth in the existing project because of which they are being shifted laterally.  Size of the organization creates that perception issue

Founder, SME

On boarding Day has to be a delighted experience so that it increases the synergy with the company

Transparent System and  Visibility on the growth or progression of the company so that the employees imbibes to be a part of the family…

HR Head, Mid-Level IT Org

Expectation that I should be promoted every 18-24 months

Not devoting enough time to become a subject matter expert but wanting to see growth in terms of designation and compensation

Mid Level managers – not having enough experience to train/coach engineers leading to dis-satisfaction in teams

Sr. Product Director, Large Product Org

Few Observations to think further…

Research shows the growth of your organization depends 20% on the skills and 80% on the attitude of your Human Resource.

People Join the Company and leave the Boss

The most significant aspects of 21st century manpower has been high rate of attrition and burnout.

“Don’t hire anybody who had a 4.0 from nursery to college. The problem is they haven’t screwed up enough.” – Tom Peters

Courtesy from WFPMA

Top Issues 3 years ago…

Top Issues 3 years from now…

Skill Gap Analysis…

Where the vision is one year, cultivate Flowers

Where the vision is ten years, cultivate Trees

Where the vision is eternity, cultivate People

Thank you

Email : subbaraju@infosagesystems.comMobile : +91 96767 77277