How do manufacturing companies solve their recruitment needs for front-line personnel?

When recruiting front-line employees on site, this positioning needs to be very clear. I don’t think there are too high requirements for front-line employees, as long as they can be reasonable. This requires knowing the level of your company, including your subsequent questions, and how to keep them together.

There are generally three factors for employees to go: 1. The salary is not enough. 2. No development opportunities 3. Not respected.

Between these three points, we can analyze that the recruitment benchmark should not be too high. This needs to be linked to the level of your company. If your company's standards are unclear and all management is verbal, no matter how good you recruit, they will leave. They don't get their fair share, fairness, openness. So generally speaking, you can position the employees you need at a lower level, then cultivate and shape your own culture by yourself, and combine it with us to make employees feel like owners, and you will be fine. There are many ways to retain: such as salary increases, which generally have no long-term effect. For example, there are not many positions for promotion. For example, if you let them organize their own activities and provide management stimulation, you can meet your needs. This desi effect is very clear.

The subject is very large and requires careful analysis and reference. Don't be too ambitious, isn't Zhuge Liang great? But he is dead, and seizing the present is the most important thing.