Why do some enterprises keep recruiting people while laying off employees?

Many people think that they are the only company, but in fact they are just one company. No one is irreplaceable in the eyes of the boss. As long as the boss issues a recruitment reminder, he will receive thousands of resumes, so he never worries about not being able to recruit people. It is also based on this mentality that some bosses never cherish the feathers of employees and try their best to squeeze the value of employees. When employees ask for a raise, especially new employees, many bosses will ignore it. He would rather recruit more people than give his employees a raise because he thinks many people outside are asking for the job. In the eyes of the boss, as long as he keeps a few key employees, the rest are useless, and it doesn't matter whether he goes or stays. The company has always rejected everyone.

Some employees are old employees, but old employees do not mean high ability. On the contrary, the longer you work, the more you can expose your shortcomings and deficiencies. If employees can't meet the job requirements, or can't grow behind with the changes of the company, it will lead to the normal exercise of job functions. Generally speaking, each unit has a regular feature when recruiting employees and making requirements for work experience: 1 year, 3 years and 5 years. These three time nodes are the basic time requirements for recruiting experienced employees. This feature affects employees in disguise, allowing them to accumulate corresponding experience according to market demand. The cost of layoffs in permanent posts is high, and the lower the average length of service, the better, and enterprises save money.

In order to prevent employees from being tired and becoming smooth hands, such enterprises often repeat business, and employees will inevitably get bored after working for a long time, and even ask for a raise to make the boss jumpy. Layoff is a normal talent flow mechanism in enterprises. In other words, the enterprise itself has established a perfect talent flow mechanism, and layoffs may occur every year, every quarter or even every day. So this is the most common thing. Enterprises introduce external impact forces to change the existing cultural atmosphere of enterprises. Sometimes, in order to change the existing talent structure and enterprise environment, enterprise managers realize the flow of talents and the influence of introducing talents on the organization through talent recruitment.