A first point is to determine the profile of the person “type” which usually work in your industry or economic activity. In plain language is to answer: What behavioral characteristics meet the person who usually work in this type of activity?. Here you can discover many things: preferences, income level you want, age, marital status, projections, etc. Lahore for a while in a company dedicated to casting. The personal income of 80% is to by recommendation of an employee of the organization. 80% of drop in a week was also 80%. What had happened was that “anyone is hired.” However, the type of work and the harsh conditions of the preliminary analysis required the person to be hired. Changed the system, the recommendations were considered but depending on the area where the staff needed.
The low drop sharply to 20%. “Magic, miracle, coincidence?. Who knows, sir. 4 .- Welcome to my party. Another point to consider is how the company recruits and selects staff. In the initial case of my friend, the staff recruited under a very general profile: age, little experience and who lives nearby. Use government offices for this purpose (employment exchange service.) With the personal envoy, came to check their documents and to an interview.
Yes “met the requirements” entering to work. The fact is that my friend is a psychologist, but did not apply the techniques they should use. The interview is only half, perhaps easier, to know a person superficially, but this must be accompanied by other techniques. The space is short, I can only mention that “up to you to the type of person who leaves to join the company.” 5 .- The head is a son of … .. The management style of head area directly influences the impact that new personnel can cause in the first weeks of working life in the company. I have not discovered the wheel, always been so, what happens is that: How can I tell that person that his conduct creates “disagreement” on staff?. So do not tell, Demonstrate.