Operational Staff Turnover: When Recruitment and Selection Isn’t Enough

If there’s one thing many companies have in common these days, it’s the revolving door in the operational area: people come in, people leave… and the cycle never stops. Operational staff turnover has become so common that we’ve stopped asking if it’s normal—or if we’re just failing at the basics: recruitment and selection.

Spoiler alert: no, it’s not normal. And yes, it can be prevented.

When They Leave Faster Than They Arrive

The reality on the ground is tough. Operational workers deal with long hours, demanding conditions, and often a lack of clarity about what’s expected from them. The result? Sky-high turnover. And this directly hits productivity, costs, and team morale.

But let’s be honest—maybe the issue isn’t that “nobody wants to work,” but rather that we’re hiring in a rush and without a solid strategy.

Recruitment and Selection: The Starting Point (and Sometimes the Weak Link)

A poor recruitment and selection process for operational staff is like building on sand. If you're just hiring the first person who shows up or “kind of fits,” you're opening the door to high turnover.

The challenge is not just finding the right operational profile, but also connecting with what actually motivates this type of talent. What are they looking for? What do they value? What makes them stay?

A few key tips to reduce turnover in operational staff:

• Clear expectations from day one: roles, schedules, pay, and performance standards must be clearly defined. No surprises.

• Fast but smart processes: practical interviews, background checks, and simple skill tests can make a big difference.

• Simple but human onboarding: a warm welcome, initial guidance, and a sense of belonging from day one.

• Listen to the floor: feedback from current workers can help you fine-tune your recruitment strategy.

Operational Turnover: Inevitable?

Short answer: no.Realistic answer: it can be drastically reduced if we rethink how we approach recruitment and selection, especially for operational roles.

And that’s where the right partners come in. At InterHuman, we understand that operational talent is the backbone of your business. That’s why we design recruitment processes specifically for these roles—fast, efficient, and aligned with your operational needs.

Manuel Gonzalez