Reference no: EM132984117

Hiring competent people who stay for a long time in the organization is the end goal of every organization. Other than technical skills, fitment between person job and person organization is very crucial to be measured in recruitment process. High attrition rate has various costs associated with it, of which some are tangible and can be measured while others are not visible and may be challenging to measure.

Cyntax Limited a pioneer in the real estate industry for the past 7 years. Cyntax Limited has been going through attrition, higher than industry attrition. The organization provides above market rate compensation, a supportive culture and the organization could not see any serious competitors.

Despite all this, the new joinees were leaving right after completion of training period and were also poaching other team members. This high attrition was causing organization huge cost and negative employer branding. Due to this, the positions lying vacant and those which were filled were filled only temporarily.

The attrition rate of Cyntax was 25%, however, the industry attrition was 11%. HR is baffled as to how to control this high attrition. As a people analytics consultant you have been given the responsibility of handling this challenge.

Question:

a) Identify the recruitment costs which are visible at the tip of the iceberg and the ones which are hidden in the iceberg.

b) What questions and metrics will you collect and analyse to provide solutions to Cyntax Limited? Also explain what kind of benefits the organization can expect from the metrics that you plan to measure.