The company you work for now is always hiring, quitting, and recruiting people. Why?

All ten people were fired within three days of joining the company!

This is a disguised indication of how blind the boss or HR of this company must be? It is normal for a few of ten people to be mistaken, and 100% of them to be mistaken can only be understood as blindness!

And on the surface, this company seems to be extremely thirsty for talents, and even assigns tasks to personnel. In fact, it is the result of chaotic management. We have seen people attract talents by remuneration, development, and working environment. We have never seen people retain people by the system.

The so-called seven-day job trial is even more nonsense. You may be able to see a person's work attitude in three days, but I really don't believe that you can see a person's ability. This also shows that this boss is not only blind, And extremely confident.

This company has several problems:

1. 7-day job trial, dismissal on the grounds of "irresponsible work and poor learning ability" without salary, this is a violation Labor Contract Law. Since the job is on trial, it means that the employee has entered the probation period. There are clear regulations for dismissing employees during the probation period. Not only do they need to pay wages, but they also need to pay severance compensation.

2. The company recruits people to set tasks, and then dismisses the people they hired 7 days later with excuses and without pay. It looks like they are hiring people for free, and I am very suspicious of the company's purpose of recruiting people.

3. Are the company’s personnel and boss’s ability to identify talents so poor? 10 people were fired within 3 days, then hired again, and then fired again. It was completely out of order and I doubted the boss's ability. Therefore, it is better not to go to this kind of company.

It may be due to HR’s lack of understanding of the job content

Many companies have this problem. When the department puts forward employment requirements, and after confirmation by the leader, it is submitted to HR, and HR uses the Internet to Search job requirements and post to recruitment website.

But in fact, even if the job title is the same in each company, the requirements for the job content are different. Due to poor communication between HR and departments, it will inevitably lead to the work of onboarding and dismissal. model. 1. Job Requirements

As mentioned above, even if the job names are the same in different companies, the specific work content is different. So when the department submits the corresponding employment requirements, it stands to reason that it needs to provide corresponding job requirements. .

However, many corporate departments themselves cannot subdivide the work content of this position, and naturally cannot submit it to HR requirements.

In this case, it is more difficult for HR to refine the detailed requirements of the position, so it can only describe the requirements through a general template, which often leads to the recruitment of people who are not what the department wants. 2. Insufficient control over the second interview

Generally speaking, after the first interview is over, HR basically confirms the authenticity of the person’s information and comprehensively considers the person’s abilities other than special skills. At this time, it is handed over to the department for the second interview. noodle.

In the second interview process, the main test is whether the person is in line with the team's atmosphere and values, and whether he meets the team's skill requirements.

But as mentioned above, the department itself does not have clear specific work content of the position, so the second interview is just a formality, trying to determine whether the employee has joined the job through slow observation.

Then it is not surprising that there were frequent dismissals during the seven-day observation period. 3. Conflicts between departments and HR

Of course, there is an extreme situation, that is, there is a conflict of interest between the department and HR. All these recruitment and dismissal behaviors are just friction between the two departments. the consequences.

Usually this kind of consequences requires the company to pay time and labor costs, but here, innocent applicants also need to bear the loss of opportunity costs and frustrated self-confidence.

It may be that HR has punished a key employee of the department, causing the employee to resign, or it may be that HR's staffing of the department has made the department dissatisfied.

In the end, this kind of personnel recruitment with KPI nature was adopted to put pressure on HR. This behavior is essentially meaningless and unprofitable.

Usually for this reason, companies carry out KPI-style recruitment, so it can only be said that the company's top management and boss supervision are not in place. 4. Do it on purpose

Of course, in many basic manual positions, some unscrupulous companies will also use this method to extract free labor resources.

In jobs that can be started quickly and have a cyclical workload, it is very easy for this situation to occur. Free workers are hired through quick recruitment and quick dismissal.

In this case, the company has actually been ready to fire employees since joining the company, but in fact, this behavior is definitely against the law. 5. Finally

If during the application process, the company does not pay too much attention to your past and abilities, and only expects you to join the job quickly, then you need to be careful.

After all, if you really want an employee, the speed of joining is not the most important thing. The most important thing is the suitability of personal abilities and the position.

The questioner mentioned that the company has 20 people, so it should still be in the start-up stage. This situation of frequent recruitment and dismissal of people is nothing more than the following three situations.

Without knowing the specific situation of your company, please do not make any assumptions. The questioner can check to see if there are any of the above three signs. I hope that the legitimate rights and interests of the subject have not been infringed, and I wish you good luck!

The boss must be trying to cover up something, otherwise this situation would not happen: the boss wants to cover up the company’s false prosperity; he wants to cover up his little idea of ??using labor for free; he wants to cover up his harsh employment standards. The boss wants to cover up the company's false prosperity

The company is facing an unprecedented crisis. After the current project is completed, no follow-up projects will come in. In order to stabilize the team, the boss can only tell everyone that the company is currently negotiating. For a new big project, the company needs to recruit new people for the smooth implementation of the project. In fact, the boss has been thinking of ways to solve the company's crisis.

In order to match the boss's performance, the boss requires HR to hire a large number of recruiters, and also stipulates how many people must come for interviews every day, otherwise HR's performance appraisal will be deducted.

The company is already unable to make ends meet. If it recruits new people, it will have to pay others' wages. In order to reduce unnecessary losses, it has formulated a seven-day probationary rule. Within 7 days, regardless of performance, No matter what, you have to find a reason to resign.

However, lack of responsibility at work and poor learning ability have become legitimate excuses in the boss's mouth. It is impossible to judge a person's quality in 7 days, and others will not doubt it. This is the boss's perfect way to build a plank road to cross Chencang secretly. I want to cover up my intention to use labor force for free

The company is currently taking orders for a relatively large project. The core part can be solved perfectly by the existing team. However, there are many peripheral chores that require multiple people to handle. But the boss didn't want to increase additional labor costs, so he came up with this trick.

When new people are recruited, they only arrange chores and do not arrange core and important tasks. However, when core employees are recruited during recruitment, they are still unwilling to become mere chores, so resistance will occur. .

The boss just went off the rails and branded these emotions as irresponsible and poor learning ability. What else can others say. In order to have a lot of free labor in the future to meet the company's development needs, human resources are required to continue to recruit people, and the boss is very happy privately. Trying to hide that their employment standards are too harsh

Some bosses still have relatively low standards for employment in the early stages of starting a business. Even if they do not meet the requirements, they will take care of themselves. After all, the company has just been established and there are not so many things to do to survive. There is no problem, and people who bring it out by themselves are most at ease when using it.

As the company develops and grows, the company's profits are rising every year, and the boss becomes a little confused. He feels that the company is very good, and all employees who come into his company must pass his own test.

Each boss has his own employment standards and management style. Once someone is labeled with a bad label, the boss will find appropriate reasons to fire him.

In short, as a human resource, you must not recruit people stupidly. Try to figure out the reason why the boss suddenly did this. If the company really has an irreversible crisis, you might as well do it for yourself early. Intend.

It is normal for companies to hire, resign, and recruit people all the time. 1. It is normal for some people to enter and leave the company.

Many companies will recruit people regularly regardless of whether they need people or not. There are several main reasons:

First, companies have always had recruitment needs.

The development of companies is dynamic, and so is business. As long as the company is still operating normally, it will Just need people. And the company's business may continue to grow, so it will need to add more people.

For example, if the business placed a new order today, then if the product is to be delivered to the customer, employees are needed. If a company is ambitious, it will work hard to expand the market. At this time, the company also needs to prepare personnel in advance. If there is a big order, it will not work without employees. Because recruitment is not that fast, reserve personnel need to be prepared in advance.

Therefore, companies have always had recruitment needs.

Second, companies continue to eliminate talents

In the process of corporate development, some employees are unqualified, so companies need to eliminate some people. When a company eliminates some of its employees, new people will have to be added. Therefore, the company needs to continue to recruit.

Therefore, it is normal for some people to enter and exit the enterprise.

2. It is not ruled out that some companies are suspected of using free workers

Some companies sign training agreements with employees, stipulating that there will be no wages during the training period, so they recruit employees and use After a while, when the training period is about to end, we will end the cooperation with these employees.

This is equivalent to these employees helping the company to do things for free.

In this case, it is necessary to see whether the reasons for winding up the company are sufficient. If not, the employees can also apply for arbitration to the arbitration committee.

And if employees don’t want this to happen, they shouldn’t agree to sign such an agreement with the company. It's better to look for a regular job. For companies like this that only want to cheat workers, they only have a market because people pamper them.

3. Improve your own abilities and safeguard your legitimate rights and interests

In fact, some companies are like this: they will have a one-week training period. If you leave during the training period, you will not be paid. of. But after the training period, the salary during the training period must be paid. These companies are trying to prevent employees from leaving during the training period. Because employees have not yet made their contribution to the company.

If you want to avoid losing your own interests in this situation, you must improve your abilities and give yourself more choices.

This question is so sharp.

However, this is also a shortcoming of many companies.

The company’s turnover rate can tell whether a company is willing to devote and cultivate its employees.

Let’s put it this way, when I first worked in an electronics factory.

Of course, what I do is not assembly line work. But automated testing. Replace manual testing with automated testing.

Do you think the turnover rate in electronics factories is very high?

In fact, the high turnover rate in electronics factories is due to the resignation of production line personnel.

Our department is a development department, mainly engaged in software development.

During my two years in the company, three people resigned in one ***.

Among them, one is because of my own career plan. That one is an intern in our department. There may be people here who are dissatisfied or not very comfortable mentally. She was a girl and felt that development was really not suitable for her. So I resigned.

When I resigned, I invited all of us to have a breakup meal together. In fact, there are many companies willing to train people. Moreover, the electronics factory's demand for the project is not very urgent, so the pressure is not very great.

The person who got me started at that time is still in that company now. And I also stayed in that company for two years. Because I wanted to settle in another city, I left.

As for the company you mentioned, maybe it is really not suitable. 1. Small companies do not have a core team

The core team is the soul of a company. There are always a lot of interviews, but there are also a lot of job offers. This results in a different core culture of the company. With such a large flow of people, it is difficult to establish a unified world view.

Let’s put it this way, in our current company, our team has very few people. However, there is less turnover. Everyone is very clear about their ideas, what they want, and what they want to do. The advantage of this is that everyone is working hard for the same thing. Therefore, we also work a lot of overtime. Although it was hard, I felt calm and peaceful. The working status is also relatively good. 2. Recruit people every time, and then fire them if they feel they are not suitable.

This is appropriate. For this kind of company, it is difficult to define which kind of person is suitable. Even those who stay will not have that sense of pride of their own. So, there is no core. There is no feeling that everyone is working together.

I don’t know what it feels like to be in such a company. Personally, I feel that unless it is your company or you have shares, you will feel insecure staying there. You might be the next one to be fired. 3. The industry is destined to have high liquidity

This is the drawback of the industry. No company can avoid this. For example, one that focuses on sales. Real estate or something. This is very simple, everyone looks for a job and changes jobs. It is difficult to retain people when there are not many differences. 4. How to solve

In addition to the industry problems mentioned above, I personally feel that we must first establish a clear world view and corporate culture.

A company like ours promotes wolf culture. If during the interview, you feel that you cannot work overtime, are afraid of hardship, or have a very withdrawn personality. This is not suitable for our team.

Our team is a team where everyone works hard for one goal. Therefore, all positions are in short supply. Because the high flow of people will leave an impression on the status of working colleagues. Because of this, recruiting people for our team is the most difficult.

To be honest, technology is very important. However, it is not required. You may not believe it, but after you get started, the gap in technology is not very high. What others can do, we can do too. Diligence can make up for weakness, not to mention that there are still big bosses in the company. If we can't solve it ourselves, we can coordinate resources and let others solve it.

The company where the subject works is probably trying to find suitable talents at the lowest cost.

For a company, usually the most important cost is labor cost, and a person's ability is extremely difficult to measure. It is impossible to grasp a person's strengths and weaknesses through one interview.

However, the company where the subject of the question works may indeed be a bit extreme. After all, a person's ability in the workplace does not only depend on the ability to "adapt quickly to the environment". Maybe some people can do the work required for their position in just seven days. Such a person may be an outstanding talent in the eyes of the boss. But as everyone knows, people who may take a month to adapt to work have amazing perseverance, creativity, or other unique abilities that can create even more amazing capabilities for the company.

Moreover, such rapid recruitment and dismissal is also very detrimental to the company's own personnel management. The human resources department has many tasks, not just recruitment. If a lot of energy is spent here, other work will inevitably fall behind, which will affect the development of the enterprise. If it is helpful to you, please "follow" ^_^

Crispy talk about workplace ideological collision room:

Nowadays, many companies have such problems, recruiting people, Resigning people and recruiting people. In the development process of the company, such problems do exist. The company obviously wants to recruit people, so why is it in such a hurry to fire them after recruiting them? What's the real motivation behind this? 1. "Kill the chicken and show it to the monkey"

Use this effect to create a competitive effect on the "group" through the intervention of some "individuals". This is a talent management method.

The main operating force of a company is its employees. If employees cannot devote themselves to their work, it will be a huge loss to the company. For the same company, lazy employees and diligent employees will have a great impact on the company. The impact will be vastly different. The company's constant recruitment, resignation, and recruiting has the following two effects:

First, it makes old employees feel a sense of crisis. Without a new employee joining the job, it will have a negative impact on the company. Old employees are a kind of spur. The potential competition will put pressure on old employees and make them unconsciously make progress and work hard.

The second is to make old employees feel that there are always new employees joining the company, and the boss may replace them at any time, so that old employees always remember that their jobs are given by the boss and should be cherished. 2. Inject fresh blood into the company's always-running machine

In the process of development, a company needs a large number of talent reserves. The main way is through recruitment. The personnel department also has corresponding tasks that must be completed. , so there are interviews, onboarding, and resignations every day, which is normal.

First of all, we still need to popularize that it is illegal to not pay wages for seven days of construction.

The basis is:

"Labor Contract Law of the People's Republic of China"

Article 85 If the employer has any of the following circumstances, The labor administrative department shall order the payment of labor remuneration, overtime pay or economic compensation within a time limit; if the labor remuneration is lower than the local minimum wage standard, the difference shall be paid; if payment is not made within the time limit, the employer shall be ordered to pay more than 50% of the amount payable. Additional compensation shall be paid to workers at a rate of less than one hundredth:

(1) Failure to pay labor remuneration in full and in a timely manner in accordance with the labor contract or national regulations; (2) Lower than the local compensation Pay workers wages according to the minimum wage standard;

(3) Arrange overtime work without paying overtime pay;

(4) Resolve or terminate the labor contract and fail to pay workers in accordance with this law Pay financial compensation.

Therefore, when the company proposes a job trial, you don’t have to agree or regret it. This kind of company is most likely to be a scam.

Next, Jasmine will talk about what kind of company is considered normal and you can choose to work in such a company

First, the recruitment process should be standardized

The standardization of the recruitment process means that the preliminary selection is conducted by the HR department. After interviews and written tests, it is communicated with the employing department. It flows step by step. In fact, it is like an assembly line operation. Finally, after the employing department confirms the employment, they will Communicate with the HR department about salary, and then the HR department will communicate with the candidates.

Second, clearly explain the benefits and benefits in advance

When Jasmine starts a job, she explains the salary and benefits during the probation period before joining the job, and waits until the probation period is over before contacting her Colleagues increase probation period salary. Of course, some companies will inform you of the salary after becoming a regular employee, and then give you a 20% discount during the probation period.

In fact, Jasmine is not very accepting of the 20% discount during the probationary period. Unless you are almost certain to hire someone during the interview, you should make it clear what the probationary period is and how much it will be after we become a regular employee. Instead of luring applicants with a regular salary, and then telling them how much the probation period actually is.

Third, act in accordance with laws and regulations

For this point, it is enough to understand a few points: 7-day trial work without paying wages is not enough; and there is no sign after one month of employment There is also a problem with the labor contract. During the probation period, five social insurances and one housing fund are not paid, and other positions other than sales with high commissions cannot be considered. During the probation period, I heard if there is any practice of dismissing pregnant employees or dismissing lactating employees. Is there such a thing? You can consider leaving.