Many companies are always recruiting people, so what do these companies think?

Many companies are always recruiting people, so what is the reason why these companies are always recruiting people?

/p>

Of course, there are many situations. For example, a small company recruits highly capable people and cannot use them at all, let alone career planning and life development; or some small companies deduct/arrears wages, force unpaid overtime, or even fail to pay social security. There are violations. It is unrealistic for a company like this to retain people.

2. The company is constantly growing

For a company that is constantly expanding and developing, of course there is more and more work to be done, and of course the people it needs are More and more, more and more positions. It’s normal for a company like this to keep hiring.

3. Employees have problems and need to be replaced.

Some employees have poor abilities, bad conduct, and have problems with their professional ethics. The company must eliminate such people, of course. Replacements need to be recruited.

In fact, both the boss and the employee should think in many aspects. Even employees should think about their own value in the company from the perspective of the company and their boss.

Ren Zhengfei once commented on a job applicant: "Ask me if I want to work overtime, and if I have weekends off, I want to say, you don't have to go to work, you just lie in bed every day and don't get up, and you have seven days off." "

We hired 10 employees, and now 8 have resigned. The remaining two are also in dire straits. The boss is putting pressure and the department is urging them. Why can't they retain the employees they hired? Is there a problem with recruitment? How to avoid it?

Difficulties in recruiting and retaining people are difficult problems faced by many small and medium-sized private enterprises.

According to statistics, the recruitment rate of many small and medium-sized private enterprises is less than 20%, that is, for every five people hired, four will leave within half a year. And the hole left by an employee after leaving the company does not mean that everything will be fine just by finding another person to fill it.

Generally speaking, after a core talent leaves the company, the replacement cost alone can range from 1 to 150% of the annual salary of the departing employee, from finding a new person to successfully getting the new person started.

So the recruitment issue is not only related to the company's talent construction, but also related to the company's operation and management costs.