Why do you want the Group to implement a "four-legged" recruitment policy?

I hope that the "four-legged" recruitment method has its own characteristics: 1. He realized the advantages of fresh graduates, which are cheap and have strong innovation ability and delayed satisfaction ability. 2。 Recruiting experienced people can make enterprises enter the state faster, reduce a lot of training expenses and save costs. 3. It is also very good to train senior managers from within the enterprise, and it is the key to retain people and let their internal employees have a broader development space. 4. Employee recommendation can ensure employees and better promote the work of newcomers. These characteristics are also suitable for China's national conditions. There are more and more fresh graduates, and it is very beneficial to do a good job in recruiting fresh graduates. I personally don't recommend employees. Many employees just think about the company from their own standpoint, which is easy to cause a chain reaction!

Second, it is a good policy to "stabilize the key points and smooth the flow". Every enterprise will lose employees, but it is normal to keep it at around 10% more or less. It is very important to grasp the core employees, which are the key points of the enterprise. Cultivate their sense of belonging, and other less important things will come at any time. The core of the company is that you can come back when you encounter any problems, but my point is.

The turnover rate of senior and middle-level cadres is affected by many aspects, mainly including: (1) the salary can't reflect their contribution or the salary is unfair; (2) You can't see the long-term goals and strategic intentions of the enterprise; (3) Lack of opportunities for education, training and career development; (4) Lack of full respect, trust and recognition; (5) the promise cannot be fulfilled; (6) Lack of harmonious interpersonal relationship and good communication. (7) The management system is not satisfactory.

It is hoped that the group will adopt a "four-legged" policy in recruitment: first, recruit some fresh graduates in schools for training; Second, recruit some practical talents for the society, including those who used to be competitors of enterprises; Third, part of the enterprise's internal training. At present, I hope that the general manager of the group will start from the most basic level; Fourth, recommended by relatives, friends and acquaintances. On the one hand, Chairman liuyong does not need relatives to personally go out; On the other hand, the chairman encourages employees to recommend. The success rate of recommendation is often higher, because the process of recommendation is also a process of guarantee and recognition.

In employing people, it is hoped that the group director will adopt the principle of "keeping the key points steady and making the flow smooth" in order to keep fresh talents and update knowledge. Senior cadres at the general manager level are relatively stable, but senior cadres also maintain a flow of 5% ~ 10%, because there is pressure, there will be motivation.