Loading ...Keeping the employees that near 3-year seniority in the same company is one of the most difficult tasks of the firms on the local market, since these employees are the most vulnerable to the competition’s offers, reads a survey of the consultancy and audit firm KPMG Romania.
After a 3-year activity in the same firm, the employees become very attractive for the competition and for the recruitment agencies, and keeping an employee becomes extremely difficult, Laurent Gontard, advisor Human Capital at KPMG Romania, told. According to him, those who leave after some 3 years take this step because they feel they tried to make changes but were hampered and they stagnate in their professional career. It is usually the moment in which the employee feels it is time for a change and the companies’ retention strategy should focus on encouraging the membership sentiment and team spirit, and the employee should feel that their position is “personalized”.
Keeping the employees has become an acute problem in Romania due to the significant economic development in the past years. The banking field is especially faced with a big personnel change”, said Gontard. Many banks, he said, fell victim to the aggressive personnel recruitment on the part of competition or the recruitment agencies. The fact is absolutely normal in the context in which the number of banking units has risen 60% in the past three years, whereas the number of employees advanced by only 25%.
Dana Patrichi, with Alexander Hughes Romania, one of the main players on the local market of Executive Search (recruitment of top and middle management), explained that in Romania, the 3-year period represents a sort of psychological mark for change in career, whereas in Western Europe this mark intervenes later, after 4-5 years. According to her, a candidate’s willingness to meet with the headhunting firm is proportional with their seniority in the firm. The seniority element is relatively important in the firm’s decision to contact a candidate, said Dana Patrichi, but what matters firstly is the competence level of the targeted candidate.
The reasons why the employees leave an organization often depend on their seniority in the respective firm, shows the KPMG survey. Thus, if a person leaves the firm in the first three months, this usually means they discovered the reality in the company is very different from expectations.
“The office hours may be much longer than the employee was told or the promised perks were not delivered”, explained Gontard. The usual motivation of those who leave the firm between 3 and 6 months since employment is they do not feel sufficiently appreciated and the management does not give them sufficient freedom to assume responsibilities.
“The office hours may be much longer than the employee was told or the promised perks were not delivered”, explained Gontard. The usual motivation of those who leave the firm between 3 and 6 months since employment is they do not feel sufficiently appreciated and the management does not give them sufficient freedom to assume responsibilities.
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