What methods can help you retain key talents?

It is better to recruit people than to keep them. There is an old saying in China that foreign monks can recite scriptures. Also a monk. Why outsiders recite scriptures reflects that many managers have recently sought further thinking. They always feel that what they can't get is the best, but they don't know how to cherish what they have got. Now the same situation has appeared in many network enterprises. A large number of front-door employees were recruited, and a large number of back-door talents slipped away. What kind of people you recruit has a lot to do with whether you can retain people.

I am anxious to catch a person who has mastered the technology needed by the company and left the company in less than half a year. Is not desirable. Milner, CEO of The Home Depot, found that it is best to take some time to determine whether the candidate is likely to stay. Home storage companies will do a lot of interviews and tests to select job seekers. We don't want to hire people who always want to change jobs, even if they are very talented, Milner said. Honeycomb 1 also attaches great importance to the role of well-prepared interviews.

Its human resources supervisor not only attaches importance to the technical ability of candidates, but also attaches importance to the ability of candidates to adapt to the company structure and cooperate with colleagues. The company will ask employees who may work with job seekers in the future to interview job seekers to decide whether job seekers can integrate into the existing staff team. The third measure is to give everyone something to do. To some extent, companies are like football teams, and employees are like football players. High salary can hire big-name stars for the team, but if the stars don't play for a year, they will definitely leave the team. So is the company.

Some companies show off how many doctors and masters they have, but these doctors and masters have nothing to do with the company. Before long, they will all leave, and the purpose of keeping people is to play their role. In order to let every employee have something to do, the company must refine the overall goal, so that every employee has his own clear work goal, and take this as the standard for evaluating employees. There are two special considerations in setting goals, one is to consider the interests of employees, and the other is to be challenging. Only when every employee has his own clear goals will he feel that he is a company.