Why do people recruited in campus recruitment lose quickly?

The author found that in most small and medium-sized enterprises, it is not a shortage of talents, but a surplus of talents. The technical or academic requirements of many positions in enterprises are not high, but because of the face problem, it is a strategic need to put it mildly, and it is necessary to recruit tall talents and be overqualified. Who knows, in the long run, it will only make it more difficult for outstanding talents to survive in this enterprise, and the real high flyers will also be discouraged.

For example, an enterprise is still in the development stage, and its annual performance is about 654.38+0 billion. The boss is the general manager and needs to recruit an assistant. The main function of the assistant is to deliver documents and assist the administrative manager to arrange the general manager's itinerary. Its technical content is not high, but the boss wants to recruit a master student from 985 University as an assistant. The general manager thinks that fresh graduates are like a blank sheet of paper to be cultivated, and boasts that he has the ability to make such talents become department managers in one year and directors in three years.

In recent years, several such high-flying students have been recruited in succession, but they have not worked for two months. The director of human resources is also deeply helpless, but there is nothing he can do. In order to strengthen the stability of talents in this position, their salary is increased to 8000 yuan/month. For a fresh graduate without any work experience, the monthly salary of 8,000 yuan is not low, but I still can't keep talents.

I don't know, salary is definitely not the only one. Talents, especially senior talents, are more valuable to themselves. Although it is a legacy of history, it has been lost for thousands of years, and there is always some truth. This is not a strategy, but what kind of talents are used at what stage is the key. It is more instructive to live in the present, use it in the present, choose talents and appoint talents, and keep pace with the times. It's not just paying to waste blindly in advance.

Second: deliberately exaggerating deception.

At present, some small and medium-sized enterprises exaggerate the advantages of enterprises in the recruitment process. When recruiting on campus, it gives people infinite bright prospects, but when students arrive at the enterprise, they find that one day, they see another direction. When they try to stay, they will realize the nothingness of the enterprise more deeply.

For example, a leather goods enterprise, with an annual increase of less than 200 million, claims that the enterprise has exceeded 654.38+0 billion, and even boasts the first place in the country. Needless to say, when recruiting on campus, I attracted the attention of some students and introduced how to improve the business school of enterprises, which can not only improve the cultivation of students, but also improve the cultivation of first-class large enterprises. But their business school just hangs a card. Regarding the business schools involved in its publicity, it is even more impossible to carry out all-round capacity-building training for employees.

Although people have come, can they really stay and develop? Of course not. The one-year survival rate of campus recruitment in this enterprise is less than 15%. Not to mention the direct cost of enterprises, it will have a greater negative impact on the word-of-mouth among students.

Third, there is no psychological guidance to become rich after being poor first.

Of course the employees can't stay. In addition to the problem of enterprises, there is a more serious problem, which is the mentality of students. Although this is a problem for students, they have just come out of the ivory tower and don't know the society yet. Did they give good psychological guidance as enterprises?

Young people are understandably arrogant. The key is how to guide them effectively. Let them move from a "rich" mentality to a "poor" mentality and then to a "rich" mentality.

In fact, when college students enter the society for the first time, they are also "poor" for the competition and pressure of the society and the way to survive. As the management of an enterprise, how to guide them reasonably is very important. Help them get rid of excessive "self" and "rich" mentality. That is to make them realize that they don't understand the society and let their mentality return to a stable state. Only when people have a stable mentality can they attract more, accept more and pay more. Therefore, getting "poor" first is the first lesson for freshmen.

As the Book of Changes says, "If you are poor, you will change, and if you change, you will be clear, and the general rules will last for a long time." When they put the school theory into practice, they will want to become "rich", so that college students can be relatively stable in the enterprise.