Want to Retain Your Operational Staff? It All Starts with Selection

In many companies —especially in production or service areas— the Human Resources department devotes most of its time, personnel, and budget to recruiting and selecting operational staff. And it makes sense: filling vacancies quickly is urgent.

What’s often overlooked is that employee turnover should also be a central part of the strategy, and that many times, the root of that turnover is right where it all began: in the selection of the candidate.

It's not just about hiring — it's about preventing

When it comes to operational personnel, résumés aren't used. A standard job application is reviewed, followed by a short interview, often focused on the urgency of the position. But if proper analysis isn’t done at that moment, the consequence is clear: early turnover.

A basic but very common example:Are you about to hire someone who lives an hour and a half away from the worksite, requires several buses or transfers, and is expected to work rotating shifts?

It’s very likely that person will start being absent, arriving late, or quitting soon after.Not because they’re irresponsible, but because their situation is simply not compatible with the job.

Smart selection means considering the day-to-day logistics:

How long does it take them to get there? Can they safely return home after their shift? How much do they spend on transportation? Are they familiar with the area?

Health and environment also matter

Another key factor in selecting operational staff is physical condition and health. For instance, if your facility has constant exposure to dust, sawdust, chemicals, or extreme temperature changes, it’s not advisable to hire someone with asthma or a history of respiratory issues—even if they meet all the other requirements.

This not only affects their performance, it puts their well-being at risk and leads to absenteeism, sick leaves, or sudden resignations.

Here, it’s not about discrimination—it's about aligning each person’s profile with the real conditions of the job.

Selection is the first filter for retention

A good interview doesn’t just evaluate skills or experience. It also helps detect signs of compatibility or incompatibility with the position—from distance to home, to health, availability, attitude, and adaptability to the work environment.

Turnover isn’t fixed later — it’s prevented from the start.

If we want to reduce turnover among operational staff, we need to change our approach:Not just filling vacancies, but choosing people who are truly in a position to stay.

Manuel González