Some companies like to recruit two employees at the same time and dismiss one at the end of the probation period. What is the reason?

A friend asked me: Some companies like to recruit two people for a position and fire one person after the probation period. What do you think of this? Although this practice is not so appropriate from the moral level, it is understandable if the unit meets the requirements of the labor law. This is the case with my friend's company. In order to ensure an important position, the boss must have a suitable person. He would rather recruit two people and leave only one person in the end, regardless of the upfront cost. Below, on this topic, I would like to talk about some personal views for your reference only.

Some companies only recruit once or twice a year. If the person recruited this time does not meet the company's development plan, the performance is unqualified, or the employee resigns for personal reasons, obviously, it is very likely to organize another recruitment. The consumption of personnel and financial resources is part of the recruitment cost. However, if you recruit two people at a time, the probability of not recruiting suitable employees will be greatly reduced, so you don't have to bother to organize another recruitment, which reduces the recruitment cost. In addition, two people are recruited for a position, and two people are compared, which is convenient for selecting the best among the best and selecting the right talents for the company to the maximum extent.

If it is enough to declare in advance that one of the two is chosen, some companies simply use the probation period to reduce the cost of employing people. As we all know, the salary of probationary employees will be lower than that of regular employees. It is much more cost-effective to recruit two people to work for two people and pay 1.5 times the salary than to recruit one person to pay the corresponding salary. A friend of mine applied for a job in a small company before. The recruitment process is not complicated, and there are many people joining the job. However, the probation period has set up a series of assessment standards, which are extremely strict. From the basic rules and regulations such as being late and leaving early, asking for leave, to the performance and tasks of everyone during the probation period, it is even more difficult. After the probation period, it was basically not completed, and the company also eliminated a large number of people. After the probation period, two people were recruited and one was fired, and many companies reduced the cost of employing people in disguise.

First of all, the agreed probation period should comply with the law, that is, the probation period of a labor contract of more than 3 months but less than 3 years should not exceed 1 month, the probation period of a fixed-term labor contract and an open-ended labor contract of more than 3 years should not exceed 2 months, and the probation period should not exceed 6 months. Then there is the determination of whether the laborer meets the employment conditions. Under normal circumstances, employees violate the principle of good faith, such as providing false academic credentials and identity information, and there are mistakes in their work during the probation period. The specific criteria for identifying mistakes are based on laws or units and contractual agreements between the two parties. Finally, the most important point is that if the employer dismisses employees on the grounds of "not meeting the employment conditions", then the unit must submit valid evidence, that is, whether the two parties have clearly agreed on the employment conditions, or whether the unit has objectively recorded or evaluated the performance of employees during the probation period.