Build a Hiring Process That Finds Loyal Staff Instead of Chasing Replacements Every 3 Months
Ma Thida Aye is an HR officer at a restaurant chain with four branches in Yangon. Every month, she posts the same job ads on Facebook for the same positions: cashiers, servers, kitchen staff. Every month, she receives over 100 applications. She picks the ones with the best-looking CVs, calls them in, asks them to tell me about yourself, and hires whoever seems polite and available. Within three months, more than half quit. Some leave for 10,000 kyats more at another restaurant. Some stop showing up without explanation. Her manager blames her: you keep hiring the wrong people. Ma Thida Aye stays up past midnight rewriting the same Facebook job posts, feeling like she is pouring water into a bucket with no bottom. She has never considered that her hiring process itself is the hole in the bucket. She screens for availability and politeness. She has never screened for alignment, resilience, or realistic job expectations. The people she hires are not wrong. Her process for choosing them is wrong.
Ma Thida Aye is an HR officer at a restaurant chain with four branches in Yangon. Every month, she posts the same job ads on Facebook for the same positions: cashiers, servers, kitchen staff. Every month, she receives over 100 applications. She picks the ones with the best-looking CVs, calls them in, asks them to tell me about yourself, and hires whoever seems polite and available. Within three months, more than half quit. Some leave for 10,000 kyats more at another restaurant. Some stop showing up without explanation. Her manager blames her: you keep hiring the wrong people. Ma Thida Aye stays up past midnight rewriting the same Facebook job posts, feeling like she is pouring water into a bucket with no bottom. She has never considered that her hiring process itself is the hole in the bucket. She screens for availability and politeness. She has never screened for alignment, resilience, or realistic job expectations. The people she hires are not wrong. Her process for choosing them is wrong.
High turnover is not a people problem. It is a process problem. The moment you stop blaming workers for leaving and start examining how you chose them, you stop the cycle. A structured 30-minute interview prevents a 30-day replacement search.
Design a 5-step structured hiring process for any entry-level role and document it in a phone-based template within 20 minutes
Write 3 behavioral interview questions for any given job that predict retention better than tell me about yourself
Create a realistic job preview message for Facebook or Viber job posts that reduces early turnover by setting honest expectations
High turnover is not a people problem. It is a process problem. The moment you stop blaming workers for leaving and start examining how you chose them, you stop the cycle. A structured 30-minute interview prevents a 30-day replacement search.
Design a 5-step structured hiring process for any entry-level role and document it in a phone-based template within 20 minutes
Write 3 behavioral interview questions for any given job that predict retention better than tell me about yourself
Create a realistic job preview message for Facebook or Viber job posts that reduces early turnover by setting honest expectations
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