He also pointed out that 34% of respondents said they have difficulty replacing employees who leave before the end of their notice period, while 31% face problems finding suitable replacements.
mthree recently surveyed 504 business leaders and 1,006 US-based professionals in the 21-28 age bracket to gather insights into organizations’ recruiting and onboarding processes. These included various challenges and risks associated with the arduous exercise of finding, recruiting, interviewing, onboarding, training and retaining new talent. The study found that 87% of companies face challenges when hiring replacements for departing employees. He also pointed out that 34% of respondents said they have difficulty replacing employees who leave before the end of their notice period, while 31% face problems finding suitable replacements. Additionally, 30% consistently face roadblocks of one or more roles not being filled at any given time. Statistics from the onboarding process study revealed that each training method comes with its fair share of additional expense, as 21% said their cash flow was disrupted due to training. recruit. the most crucial aspect of the study were statistics related to graduate retention and workplace culture relevance. Graduate retention respondents said sticking with a company for a long time is no longer the cultural norm for graduate employees and 22% said a whopping 51% to 100% of employees Graduates typically leave within 24 months (2 years) citing work culture reasons.
Shedding light on the relevance of the survey in today’s environment, Ms. Archana Jayaraj, Director, Partnerships and Talent, APAC, mthree from Wiley, said, “The mthree survey shows how recruiting and onboarding Graduate and entry-level talents are a Herculean task. . It takes a lot of energy, dedication and time and poses its own risks. Organizations therefore need an alternative and complementary source of graduate talent that takes on the risk and all the effort – this is where our talent development service-mthree comes in. Our Alumni offer focuses on tailor-made emerging talents. Through the hire-train-deploy model, we place exceptional graduates on a client’s team for 12-24 months, after which they can be converted to full-time employees at no additional cost.
“We work with more than forty institutions around the world through our hire-train-deployment and reskilling solutions. The APAC region, in particular India, is a strategic market for us. Diversity and inclusion are the foundation of Wiley’s mthree Alumni program. We give special impetus to the democratization of education and offer everyone equal opportunities to realize their true potential and dreams. We currently have over 350 of our alumni on-site at Fortune 500 companies in India. Going forward, we will remain committed to our two-pronged goals: to collaborate and partner with institutions around the world and help them overcome the challenges and risks associated with onboarding and retaining qualified, graduate and beginners; and support this talent in starting their dream career in global organizations. »
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