{"id":370,"date":"2016-02-11T17:12:25","date_gmt":"2016-02-11T17:12:25","guid":{"rendered":"http:\/\/blog.etalentum.com\/ca\/?p=370"},"modified":"2018-08-24T13:18:21","modified_gmt":"2018-08-24T11:18:21","slug":"como-reducir-la-rotacion-de-personal-en-mi-empresa","status":"publish","type":"post","link":"https:\/\/blog.etalentum.com\/en\/how-to-reduce-staff-rotation-in-my-company\/","title":{"rendered":"How to reduce staff rotation in my company?"},"content":{"rendered":"

The implementation of a structured methodology in the recruitment processes will help to reduce dramaticly the staff rotation in your company.
\n\"Young<\/a>
\nThe choice of the most suitable candidates for your company has nothing to do with attracting the most qualified candidates. At this point it is important to emphasize that it is not necessary to choose the best candidate in absolute terms, but that more and better suits the characteristics of the position applied for. Since the selection process are quite complex and specialized procedure, as well as difficult and expensive to carry out, more and more often the companies, especially small and medium size, trust in recruitment companies. Notwithstanding the above, the methodology would be the same for companies that internalize the process or decide to outsource that to an specialized company.<\/p>\n

Pre-recruitment
\nThe high number of candidates who enroll a selection process make a prior screening of candidates, so the efforts to reduce the number of entries to the selection is required in order to evaluate knowledge and skills for the aposteriori assessment. In this initial screening must be ruled out candidates who do not have adequate training to the workplace or whose professional experience is insufficient. The screening is difficult and must assume the risk of lost of candidates that might fit well into the job. There are software tools in the market that could help tha company in this process.
\nTesting
\nAfter the first screening, the resulting candidates are invited to perform job-specific tests. The latest technics are focused in to analyze the personal skills, beyond the classic psychological tests, professional knowledge and even graphology that allow us to go deeper into the knowledge and skills of the candidate.
\nThe personal interview
\nThanks to the above tests we will have obtained a number of candidates that fit the job which we intend to cover. The next step is to personally assess the skills and knowledge gained in the selection process, confirming all the above information. In addition, interviews are used to determine the disposition of the candidates for the job once they have been provided with more information on it (tasks, working hours, wages, etc).
\nThere are different types of interviews and we must choose the one that best suits our needs: Individual, group (several respondents are serving time), panel (several interviewers and one interviewee), structured (with a hyphen) unstructured, etc.<\/p>\n

Final phase
\nAfter the interview stage will have minimized the number of candidates, so it’s time to choose the person or group of people who will join our company. To do this, it is taken into account all the information gathered during the previous three phases and we should be as objective as possible. This phase is crucial and we must strive to guide our decision based on objective criteria, while setting will assess the candidate working group, which is especially important in the entire selection process.<\/p>\n

Final conclusion
\nIt is important to emphasize that the implementation of a recruitment process is not easy, but it is a long, difficult and a complex process. A bad decision in this regard may result in loss of time and high costs for the company, which is why most companies opt to outsource the service to specialized companies, whose core business focuses on staff recruitment. Keep in mind that there are companies that specialize in specific fields, such Etalentum<\/a> that perform specific recruitment for the financial, commercial, technical \/ IT departments and has a division specialized in international recruitment.
\n<\/p>\n","protected":false},"excerpt":{"rendered":"

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