GLOBAL TALENT METRICS

India’s First ever comprehensive research on

Attrition in India

Observations and Implications

In association with
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Global Talent Metrics (GTM) is a human resource information

services company, dedicated to helping organizations and
individuals make better hiring and selection decisions with
greater confidence and control.
Our vision is for GTM’s psychometrics, technology and
community and individual created data to become a
necessary part of every organization’s hiring decision and
individual’s employer selection decisions.

‘Global Science’ ‘Local Knowledge’

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Global Talent Metrics Fact File

Group Sales : USD 18 million

Board Dr. Cabot Jafee

Dr. Joe Salvatorre
Ms. Marion McGovern – BOD CPP Inc.
Services : Comprehensive tools and systems for sourcing , selecting and retaining
talent | Test administered to date – 850,000 individuals
Key Clients : SunTrust, Chase, Wachovia, Atlantic Bank, Regions Bank, Prudential
Florida Savings, Federal Deposit Insurance Corp, American Express
Goodyear Tire & Rubber, ZENTA, General Motors, Siemens Corporation
Abbott Europe, Abbott USA, Abbott Far East, Ace Hardware, Ciba Vision,
Carpenter Company, Blue Cross Blue Shield, Darden, Teleperformance
USA, Myers Industries, Regions Bank

Languages Nine
supported
Industries : BFSI, ITES, Manufacturing ; IT; BPO; Banking; Media Entertainment;
Served Insurance and Retail across US, Latin America, Europe and India
India Started in January 2008 | Offices in Bangalore and Chennai
Operations

Partnerships : Indian Institute of Management Bangalore, iMint, University of Tilburg,

University of Florida
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“FIT ACROSS 62 ITEMS”

3 Individual Factors 7 Organizational Factors

- Psychological (personality, Job content
attitudes, values) Placement and transfer
- Sociological (Peers, community, Culture
brand perception)
Career growth
- Demographics (Family situation, Compensation and Policies
geographical location work/home
town) Leadership & Management
Prestige/Brand
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Key Findings

ƒ ATTRITION IS NOT A PERSONALITY OR BEHAVIORAL TRAIT OR DEMOGRAPHICALLY

ORDAINED.
ƒ At an aggregate level there is insignificant difference between respondents that have had
one employer in five years vs.. two or more employers in two years in what they value
(motivators) when deciding to join, stay or leave an employer.
ƒ DIFFERENT STROKES FOR DIFFERENT FOLKS
ƒ Candidates and employees have MULTIDIMENSIONAL sociological and psychographic needs
and can be clustered into distinct segments/clusters (discussed later in the report). These
segments can be effectively used to match their needs with employers ability to meet them to
reduce attrition. These clusters are not distinguishable by a single demographic
characteristic like age, gender, marital status and region.
ƒ DEMOGRAPHICS ARE POOR PREDICTORS OF PREFERENCES.
ƒ WORK FORCE IS LESS MERCENARY THAN EMPLOYERS BELIEVE THEY ARE.
ƒ MORE PEOPLE ARE CAREER DRIVEN THAN GREEDY
ƒ MOST PEOPLE PRIORITIZE CAREER RELATED ISSUES OVER FAMILY ORIENTED ISSUES
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Key Implications

ƒ 2/3rd of the Indian White Collar workforce can be categorized into 6 distinct employee preference
clusters based on of combination of factors (they value) or motivators when selecting, staying with
or leaving a company.

ƒ The risk of Attrition is interplay of these multi-dimensional needs with and employer’s competitive
position to satisfy or meet them .

ƒ To improve selection and reduce attrition employers first need to understand where they stand
competitively in the marketplace in terms of providing these motivators and hire individuals from
the STAR Clusters that best match to their offerings.
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Preference Clusters

STAR(tm) PREFERENCE CLUSTERS( %age of respondents)

HIGH

LOW
Demanding(16 %) Work not Pay (11%) Start Up (12%) Just a Job (13%) Mercenaries(9%) Cash & Brand (5%)

Pay and Benefits Company Brand/ Image Career Growth/ Learning Relationship / Recognition from Supervisor
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Reasons for Leaving

Top 4 Factors

Top Management
Culture
Job Content
Brand Image

Bottom 4 Factors
Company Pay and Policies
Managerial Support
Career Growth
Placement
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Most Competitive versus Talent Competition

ƒ Clarity we provide our employees on the job contents

ƒ Job security for employees

ƒ How fairly managers treat employees

ƒ Appreciation managers show to employees

ƒ Visibility of top management

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Least Competitive versus Talent Competition

ƒ Job training for employees

ƒ Opportunities for our employees to work with cutting edge technology

ƒ Providing training needed for assignments

ƒ Amount of mentoring that employees receive

ƒ Compensation and benefits for employees

ƒ Quality of mentoring that employees receive

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Recommendations

Give hiring preference to candidates whose needs and preferences are about
clarity provided on the job content and job security
Hire people who need clear communication of organizational polices and
goals
Hire people who value visibility of Top management
Hire people who value fair treatment of managers
Give hiring preference to people who attach value to company culture
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History
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STAR SELECT ™
“Fills a Key Gap in Psychometrics”
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STAR SELECT™ Design Point…

Focus on improving the recruitment and selection

process
Screening tool that will predict early attrition risk
Tool that can handle high volume screening
Tool that can be used by a recruiter vs.. a certified
psychologist
Tool that is built on pure India data set
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GTM’s Unparalleled Expertise & Track Record

Executives and professionals from Technology, HR,

psychometrics with over 50 years experience

Processed well over 3 Million workplace transactions for

some of the most demanding Fortune 1000 companies on the
globe.

Built successful organizations in HR in India and the US

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Thank you

Visit us at www.globaltalentmetrics.com