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5X Cost of Wrong hires - Fix the Hiring Leak!

A Hiring Efficiency Guidebook

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    Bridging the Hiring-to-Performance Gap

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    Performance Icon

    80% of frontline exits happen within the first 6 months

    15% of new hires contribute zero to KPIs in that same period

    The Real Talent Acquisition Breakdown

    Early attrition within 6 months
    80%
    Hires who generate zero output or KPIs
    15%
    Average cost of one frontline mis-hire
    ₹2.65L
    HR budget lost to underperformance
    30–40%
    Productivity gap between top and bottom performers
    10×
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    From Headcount to Outcomes: Rethinking Hiring as a Performance Investment

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    System Performance Icon

    Hiring isn’t just about filling vacancies—it’s about driving results.

    Most organizations optimize for cost and speed, while neglecting what really matters: output, tenure, and alignment.

    Who Really Owns Hiring Efficiency?

    HR/TA Team (70%)
    Training Team (10%)
    L&D Team (10%)
    No One / Shared (10%)
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    What You’ll Get in the Download:

    A hiring cost calculator based on real mis-hire impact

    A breakdown of the 5 biggest hiring blind spots

    “Cost-per-Right-Hire” vs “Cost-per-Hire” comparison

    A diagnostic checklist to audit your hiring pipeline

    This isn't another TA playbook.

    It’s a performance leak detector for CEOs, CHROs, and TA heads who are done chasing vanity metrics.

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    Addressing Skill Gaps

    Many industries face a mismatch between the skills that job seekers possess and those that employers need. By supporting skilling initiatives, corporates ensure a steady pipeline of talent that is equipped with relevant and up-to-date skills.

    Future-Proofing the Workforce

    As technology and industries evolve, the demand for new skills increases. Corporate support for continuous skilling helps to future-proof the workforce, ensuring that employees remain competitive in a rapidly changing job market.

    Enhanced Employee Morale and Retention

    Companies that invest in the skilling and development of their employees often see higher levels of job satisfaction and retention. This reduces turnover costs and builds a more committed workforce.

    Innovation and Competitiveness

    A skilled workforce drives innovation and competitiveness within a company. By supporting skilling as a CSR cause, companies can ensure they have access to the talent needed to stay ahead in their industry.

    Community Development

    Skilling initiatives can lead to the development of more self-reliant communities. When individuals are equipped with the skills to secure meaningful employment, they contribute more effectively to the local economy and society.

    Reducing Social Issues

    By providing people with the skills they need to succeed in the workforce, companies can help reduce social issues such as poverty, crime, and dependency on welfare.

    Empowering Marginalized Communities

    Skilling programs often target underserved and marginalized communities, providing them with opportunities for economic empowerment. This promotes inclusive growth and reduces inequality.

    Gender Equality and Diversity

    Corporate-supported skilling initiatives can focus on promoting gender equality and diversity by encouraging the participation of women and underrepresented groups in high-demand sectors.

    Positive Social Impact

    Supporting skilling initiatives demonstrates a company’s commitment to social responsibility and community development. This can enhance the company’s reputation, making it more attractive to customers, investors, and potential employees.

    Brand Loyalty

    Consumers are increasingly favoring brands that demonstrate social responsibility. Companies that invest in skilling as a CSR cause are likely to build stronger brand loyalty and customer trust.

    Enhancing Workforce Quality

    By investing in skilling programs, companies help create a more skilled and capable workforce. This contributes to overall economic growth by improving productivity and innovation within the industry.

    Reducing Unemployment

    Skilling initiatives can reduce unemployment rates by equipping individuals with the necessary skills to secure jobs, particularly in industries facing skill shortages.

    Challenge

    One-time training interventions lead to poor retention in the frontline.

    Training Intervention

    A Continuous Learning Journey combines digital learning with trainer support, providing ongoing, personalized development. This model uses multiple touchpoints to address individual performance gaps, ensuring continuous skill improvement and real-time application. By focusing on personalized learning paths, it drives long-term growth and measurable results, empowering employees to adapt and excel.

    Challenge

    Large companies with large frontline workforces require extensive trainer teams.

    Training Intervention

    Trainer Augmentation offers a scalable solution by outsourcing your trainer capacity. This model allows you to quickly scale your training efforts without overburdening your internal resources. By bringing in experienced, external trainers, you ensure consistent, high-quality training delivery while freeing up internal teams to focus on strategic priorities. It’s an ideal solution when you need to meet growing training demands or launch new initiatives without compromising on quality or capacity.

    Challenge

    Uniform training for all employees fails to address performance disparities.

    Training Intervention

    Analytics-driven, cohort-based training identifies skill gaps using performance data. By segmenting employees into cohorts based on performance, organizations can tailor training to address specific needs, driving higher engagement and measurable improvements. This targeted approach ensures that training is effective, efficient, and aligned with actual performance challenges.

    Challenge

    Supervisors prioritize high performers, leaving low performers unsupported and underdeveloped.

    Training Intervention

    Sustenance Training offers a blended, on-the-job approach to skill development, addressing gaps in supervisor bandwidth and ensuring consistent employee growth. By combining structured learning modules with real-time support, this program provides targeted training for all employees, including those who need additional guidance. It empowers the workforce to build skills, improve productivity, and thrive, fostering balanced development across teams.

    Challenge

    L&D teams cut induction training due to limited capacity/expertise.

    Training Intervention

    Role Induction Training delivers a structured onboarding experience during the first 7-10 days. Combining company culture, policies, and values with tailored role-specific training, it equips new hires with the skills to contribute effectively from day one. This program bridges gaps in training capacity, ensuring a seamless and productive induction process..