Causes of the problem

Selection of the personel

Selection is the process of picking or choosing the right candidate, who is most suitable for a vacant job
position in an organization. In others words, selection can also be explained as the process of
interviewing the candidates and evaluating their qualities, which are required for a specific job and then
choosing the suitable candidate for the position.

The selection of a right applicant for a vacant position will be an asset to the organization, which will be
helping the organization in reaching its objectives.

Selection is an important process because hiring good resources can help increase the overall
performance of the organization. In contrast, if there is bad hire with a bad selection process, then the
work will be affected and the cost incurred for replacing that bad resource will be high.

The purpose of selection is to choose the most suitable candidate, who can meet the requirements of
the jobs in an organization, who will be a successful applicant. For meeting the goals of the organization,
it is important to evaluate various attributes of each candidate such as their qualifications, skills,
experiences, overall attitude, etc. In this process, the most suitable candidate is picked after the
elimination of the candidates, who are not suitable for the vacant job.

The organization has to follow a proper selection process or procedure, as a huge amount of money is
spent for hiring a right candidate for a position. If a selection is wrong, then the cost incurred in
induction and training the wrong candidate will be a huge loss to the employer in terms of money,
effort, and also time. Hence, selection is very important and the process should be perfect for the
betterment of the organization.

https://www.tutorialspoint.com/recruitment_and_selection/what_is_selection.htm

Hired an employee in a short term

It's not unreasonable to have concerns about candidates who haven't stuck around long at previous
jobs, especially if they're beyond entry-level. Some employers don't want to risk bringing on a person
who's likely going to leave them in a year or two. But other employers have found that, with the right
management techniques, even someone with a propensity toward shorter tenures can make a strong,
lasting impact on the organization.

Before you go making an offer, though, there is one important distinction to make: Is the candidate truly
a job hopper, or is he or she an ambitious go-getter who pursues a good opportunity when it comes
along in the name of career advancement?

Dan Graham, co-founder and CEO of custom sign company BuildASign.com, believes there's a big
difference between hoppers and what he calls "short-timers," and employers need to be able to
recognize each type.
"Some people hop jobs because they are flaky, unreliable or ineffective, but that's not always the case,"
Graham told Business News Daily. "Short-timers ... may not stay at any one company for years on end,
but it's because they are often working towards a much bigger goal, usually starting their own business.
Those short-term workers are looking for personal and professional development opportunities that will
help prepare them for that, which typically makes them more ambitious, innovative and productive."

Short-timers can also bring a wealth of knowledge to a company that individuals with longer tenures
may not have, said Carrie Brandes, vice president of people and culture at
https://www.businessnewsdaily.com

What kind of job hopper is a candidate?

Brandes said the best way to distinguish valuable short-term employees from flaky ones is to trace their
career trajectory thus far and see what they've accomplished in each position.

"Look at their résumé — are you seeing upward progression, a title change or more responsibility?"
Brandes said. "Or are they changing roles because they're not sure what they want to do? What's their
motivator?"

Melissa Davis, CEO of Elev8 Staffing, said that you can usually tell if a candidate moves on too quickly
based on patterns in not only employment, but also in his or her education and other activities. Short
tenures at multiple organizations/schools across the board, especially if the candidate is young or has
only general rather than niche skills, can be a sign that he or she gets bored easily and just wants to
chase that "next thing."

Both Davis and Graham agreed that asking potential hires about their long-term goals during the
interview process can help you identify an ambitious employee.

"We ask about [candidates'] five- or 10-year plans and dig into their true motivators and interests,"
Graham said. "Then we build in success stories about other short-timers and talk about them in a proud
way, which makes the interviewee feel comfortable with sharing their plans honestly."

How to manage short-timers

If you do decide that a candidate with short job tenures would be a valuable hire, it's important to
manage them well to get the most out of what could be a brief time with your company. You also want
to keep them satisfied to potentially extend that stay of employment, especially if the employee is a
millennial.

"Focus on providing opportunities for growth and development, which is what really keeps millennials
engaged," Graham said. "[Millennials] start looking for the next opportunity as soon as they feel they are
no longer growing with the company."
Brandes said that employees want to make a difference and know how their role fits into the larger
purpose of an organization, so keeping them satisfied means keeping these motivators top-of-mind in
your company culture and management approach. The goal, she said, is to create an environment
where employees can learn and advance, see their progress and build a sense of connectedness and
community in the workplace.

Short-term employees' entrepreneurial ambitions should be encouraged and supported in their role by
offering them as much autonomy as possible in their position, Graham said. You should also encourage
open dialogue about how your company can help the employee build the skill sets he or she wants,
whether they're for this job or the next.

"There are three main things millennials look for in a job: responsibility, growth and autonomy," Davis
added. "If you keep them engaged and provide consistent feedback, they tend to be happier in their
roles for longer."

Proper Phone Etiquette

Despite the popularity of live chat and email, phone calls are still the preferred medium by customers –
and often the main culprit of poor customer experiences.All to often staff are not trained to manage
calls professionally.Too often people make the simplest mistakes when answering calls that can have a
long-lasting effect on your business. Businesses can now tap on a range of communication channels to
provide customer service and interact with their customers, but the telephone remains relevant. Many
customers still prefer contacting companies by making phone calls. The phone, also referred to as the
voice channel in customer service, remains a very popular way for your customers to contact you for
support. It’s immediate and direct and it gives customers the chance to ask and to quickly get answers to
any follow up questions they may have. It’s second only to live chat for high customer satisfaction
ratings.

A reality of running a small business is being on the phone constantly. Whether you're talking to clients
or business partners, correct etiquette is the key to leaving a positive impression on everyone you
interact with and letting them know you're a professional.

"If you are the owner of a small business, make sure that everyone who talks to customers on the phone
or answers the business line is trained," said Gail Goodman, president of phone service training
company PhoneTeacher.

Training, however, is never-ending. Business owners and the management team need to make sure
employees consistently apply company phone policies and best practices.

"Your challenge may be that you can't really identify what it is that people should do," Goodman said.
"But when you hear something that's wrong, you know it.
"Proper phone etiquette is crucial in the workplace. Your client's first impression of you is often over the
phone. How you communicate with them might be the deciding factor in whether you gain or lose the
customer

Callers judge your business by the way you interact with them and handle their request or answer their
questions. Good communication is key to establishing and maintaining a strong connection with your
customers. However, it's often difficult to communicate over the phone, since neither party can pick up
on body language or other nonverbal cues. It's important to use your words, tone and professionalism
to convey what you are trying to get across. Continuously practice the right etiquette and ensure your
staff is adhering to it as well. Consistency is key.

https://www.businessnewsdaily.com/6444-call-center-phone-etiquette.html

https://www.webeatthestreet.com/how-to-properly-handle-phone-calls-to-win-customers/

https://relate.zendesk.com/education/support-customers-phone/

https://www.businessnewsdaily.com