‘Hiring the right person for the right job for a right deal’ makes many of the recruiting ‘processes’ get carried away. They focus more on the tests/interviews rather than the person.
Even after rigorous filtration, if the candidate leaves a job after working for a few days, who is to be held responsible? This increases when there is supply and demand imbalance in the job market.
We have to accept that there will be some turnover in the new recruits and it is the responsibility of the human resources and recruiting team to avoid it upfront. If they fail, it will turn out to be an issue at the operations end.
Ultimately, it is not how many tests/interviews conducted or the candidate cleared matters. Whether the person is working out for the company or not at the end is counted.
Therefore, you need to be very careful while designing a recruiting process. If that’s not working for you, try a professional consultant who can help you out.
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