In order to avoid staff turnover or suddenly find insufficiently competent employees in key positions of the company, several rules and principles must be observed when recruiting personnel.
The most important thing is planning personnel policy
Recruiting begins with a study of the company's staffing needs and resources. The recruitment of employees should be compared with the business plan and take into account the future development of the company, the directions of its expansion. You should not appoint highly qualified specialists to low positions or, conversely, load insufficiently professional employees with duties that they obviously cannot cope with. The description and creation of a vacant position must be approached with all seriousness: competent specialists will not work in poor conditions or with a small salary. Applicants for the position must be provided with reliable information about their future work, so that after a while they do not leave of their own accord due to the discrepancy between their own ideas about the position and the requirements of the company. Correctly formulated requirements will attract more candidates - many will not apply for a resume or find out the details of the work, if the job responsibilities are not clearly stated from the beginning. The need for employees largely depends on the stage of development of the company. If the company is just starting to spin up, it is better to recruit proactive people capable of thinking outside the box and making their own decisions. In the future, a team of experienced and qualified employees will be needed, and in times of crisis, emphasis should be placed on active personnel with increased resistance to stress.
More here - https://en.wikipedia.org/wiki/Recruitment
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