How to retain new employees?

"Running water does not pivot, families, maintain appropriate IPS staff turnover, not only can you optimize company personnel structure, enhance the corporate human resources competitiveness, but also for the future development of enterprises play an effective role in helping companies realize the Organization's vision. New staff is enterprise's fresh blood, but also to maintain the vitality of enterprises. The accession of the new employees will not only solve the problem of lack of staff in the enterprise, but also will bring new vitality. However, new employees have high turnover rates, but many companies are in a job-loss — — recruitment — — loss of circulation, seriously affect the company's business activities. So, how can we retain new Enterprise Associates, preventing excessive erosion?

First, the new employee recruitment for your "instead of" outstanding;

Enterprise HR recruitment ideas, the error is caused by a new source of wastage. Therefore, enterprises are to effectively control the loss of new employees, first from the new employee recruitment stage, strict checks to ensure that the move came in the suitable for enterprise development needs qualified personnel, rather than as "excellent staff. In the actual recruitment, some blind pursuit of excellence, while ignoring the reality of this enterprise, ignore the enterprises can create good work platforms to import talents and enterprises cannot match, causing the loss of new employees, to recruit new staff for the link control.

1. make human resources planning and post analysis, an accurate definition of positions;

Work in recruiting, human resources departments and personnel requirements for full communication, combined with the development requirements of enterprises, the development of human resources planning programme, for each specific post for an in-depth analysis of the study to determine the post title, recruitment and job responsibilities, qualifications of personnel, as well as to prevent blind recruitment, causing idle, does not meet the job requirements, or personnel capacity too high, and its position does not match, which will directly result in the loss of new employees.

2. scientific arrangement recruitment process strictly implementation process;

Jack · Welch said, "we can do all things is to bet in our selection. Visible for new employees on the importance of recruitment. The human resources department should strictly implement the recruitment procedure, according to the status of the specification of requirements, candidates for detailed comprehensive study and understand, such as personnel quality and working ability, experience, a resume and personal development potential of value, should be fully informed of the position of staff requirements, to keep staff requirements and job matching between. On frequent job hopping and have bad records, to understand their reasons, the recruitment of the enterprise to accurately keep the good, fully grasp the current working position of employees really think.

3, enterprises and provides jobs for objective, factual and comprehensive information conveyed;

In the actual recruitment, to be able to attract high-quality staff, human resources department is often carried out on the advantages of the enterprise with the degree of magnification, avoiding the problems of the enterprise, while at the same time give a workplace is too high, so that employees and applicants for posts with very high expectations, but once the new staff enters the enterprise will find, as said before, so they produce psychological imbalance appears disappointed, even for enterprises and their management level have a skeptical attitude. Even if temporary stay, is looking for opportunities to go away. Therefore, enterprises must be practical in the recruitment for the publicity, to enable new employees and positions have an objective and fair.

4, for key positions, setting a separation barrier;

In different enterprises, there are some key positions, these positions directly related to the enterprise's normal operation, therefore, in these positions, staff selection, Enterprise job very seriously, in addition to rigorous recruitment and selection procedures, in the labour contract, enterprises are often for these positions, the new employee setup a separation barrier, such as within a certain period after separation, prohibited and the company has a direct or indirect competition in the industry or enterprise, or assume certain retirement compensation, to prevent the loss of new employees, while setting the separation barrier is not a fundamental solution, but to a certain degree prevent the rapid movement of personnel to the business impact of normal operation.