Know More About Aadhaar Card Verification Process
Aadhaar-based verification is the first step for employers in hiring employees – as it quickly eliminates candidates with fake identities. Add profile and reputation checks to further screen candidates to weed out bad hires. Aadhaar Verification is quick and easy. However, it cannot be used in isolation to make decisions based on who you are hiring. Don’t forget to cross-verify a candidate’s identity, profile and reputation before you take a final decision.
Organisations conduct a number of checks before hiring. From performance reviews to background checks, candidates may have undergone multiple interviews and checks before joining. As part of the recruitment process, organizations verify Aadhaar based e-KYC for identity validation. This helps them minimize risk and ensure the applicant is on the right side of the law.
Aadhaar-based e-KYC is now a must for all new employees. This is done to ensure that only authorised persons are associated with the organisations. Your recruits can use the e-KYC app to complete their KYC formalities in less than a minute and get instant digital proof of authentication on their phones.
While Aadhaar verifications are quick, they can only validate the identity of a person. The picture isn’t complete here! While hiring employees, organizations look at a candidate’s identity, profile and reputation. Identity is validated using government issues IDs, profile is evaluated using education, address and employment verifications while reputation is gauged by police verification, criminal record check, web and media searches, credit history checks etc.
The challenge of attrition in the Indian HR function is well documented. With less than 50% employment growth between 2011 and 2014, India’s HR industry is a far cry from the buoyant conditions of heady years past when job choices had plentiful options. According to a recent report, there is an increasing employee attitude in line with which one in two employees is looking to leave their current jobs. A 2012 study by Mercer too confirms this stat with more than half of employees actively considering quitting their jobs and the number is lower only for older employees. With statistical evidence pointing towards the risk of higher employee turnover in the future, better ways need to be found not just of preventing attrition but also of keeping employees engaged to retain them within an organisation.
Employee engagement remains a matter of concern for most organizations. Yet, with today’s employee churn at an all-time high and pressure to meet performance targets increasing, replacing them can be a difficult proposition. The costs can be significant in terms of expenditures on recruiting, training, and lost productivity during the transition period. A 2016 SHRM study predicted the cost of replacing an executive to be in the region of nine months’ salary. For non-executive roles, which are more easily replaceable, it is less than six months as per a 2018 Hays report.
Attrition in hr is a concern that needs to be addressed, which could do wonders for the company’s bottom line. A few strategies worthy of consideration include: enhancing current employee retention strategies, increasing training opportunities, improving communication and recognition programs and identifying role-specific root causes to reduce attrition nationally.