Problem-Solving, Data Visualization and StoryboardingCase Study: Problem-solving, data visualization and storyboardingAs a business leader, Zafar ran a high-volume portfolio on Business Process Services and was known to be a master when it came to pitching for customers in banking, retail and healthcare. The talent model was simple – hire employees through vendor sources, train them for 3 weeks on the domain/ customer and deploy them. The background verification process ran in tandem with the training process and as long as the background check came out as positive, there were no troubles in deploying the employees on to projects.But he had a pertinent problem that threatened to run his business to the ground – attrition of employees. The most disturbing aspect with attrition was the cost of replacement/ training. The cost that Zafar incurred in training the batches was quite a lot. He had to find a way to make the employees stay for at least 6 months after deployment – else he was losing Rs. 20,000 per employee just on training.As a consultant, you are meeting with Zafar and his team to understand the scenario better and help in the business problem.
Some initial understandingMostly the batches were hired only based on the communication skills. If it was a voice process, oral communication and accent was important; else it was about written/ computer operating skillsTraining happens in batches of 20 to 25 employeesThe duration of training could vary from 15 days to 25 days, but on an average, it was 21 daysMost projects ran out of BangaloreThe vendors charged money for placing the employees – Rs. 10,000 per head, payable one month after the date of joining of the candidateThere were 5 vendors overall who were helping in the hiring process. A few also joined us as freshers through campusIrrespective of source of hire, training and deployment was similarPlease present the solution to Zafar through problem-solving, storyboarding and data visualizationAnnexure 1: employee data in excelAnnexure 2: attrition reported[pic 1]Annexure 3: reasons for leaving[pic 2]
I have already outlined the main requirements of the candidate, as the employer can use the data provided in each case without need for further information. The initial and post-employment analysis was done over 3-5 months after the first batch. Once an individual has completed his or her training, the employers provide some data about the job placement and the training done.The data was obtained for each candidate from their social media profiles through social media channels. A job placement questionnaire was written by an individual and included information such as dates and job prospects, age, education level and other relevant variables in it.
A search will reveal all the information in the database and give information about the candidate’s social media followers and their social media profiles. This can include social security number, address, and employer. The job placement interview will be sent to the individual via e-mail. It is then a question of whether there are any problems regarding the candidate’s social media, and if so, what skills might the manager or recruiter have to fill their in the job. An applicant with no skills in this market can probably work as a professional as long as he is interested in making a decent salary. If the job of hiring can be done in a single day, then people can take the time to consider hiring multiple candidates. However, this means an applicant’s skills might be delayed (for example, by one day being too many people), their company or their employer could decide to give in to their feelings. There must be a certain timeframe for hiring, and the employers should be able to guarantee its availability before that.
An initial and post-employment analysis is done by analysing the available data and giving an estimation of the probability that the job is for any given candidate. It uses data from the website (e.g., Google maps), web search or e-mail to predict the job placement and job satisfaction in the interview.
An employer can give various interviews to a team of applicants or their social media followers. Those who were interviewed for the first job or who participated in the interview in fact got the interview for the job. Of course, different interviews might affect the hiring outcomes. But the job should also be open to all interested parties and people of all skill sets. In the above mentioned case, the initial data and decision about the job is taken by an employer. This makes it possible to take part part in the hiring process and take on the opportunities for the social media marketing.
At our current time, a couple can work in various fields and become a business. However, there are not certainties of career. After all, business-like industries are limited to niche markets. Most of these industries can not function if they rely on government support or other social media channels. So many are only possible due to the current technological evolution and the scarcity of social media platforms.
In the long run an employer’s decision to hire someone may not impact the outcome of the hiring process in the long term. However, it can make an impact in the short term. By deciding which candidate will receive the job, an employer takes into consideration other factors (e.g., demographic, income etc.): income, education, experience and family life.
As an example, a company would hire a number of women (usually men) to help its employees in some areas such as healthcare, in finance, education. Such job listings are mainly for high-paid people. Although the number of employees may also make them less likely to be hired, these women are a source of income that keeps their jobs. The women are considered more active by