How to recruit talents

I have been engaged in the human resources industry for many years, have dealt with the human resources departments of different enterprises, and have a lot of knowledge about human resources services. But when I really want to ask how to recruit loyal and reliable employees, I am still confused, because in my cognition, the biggest role of ensuring employee loyalty is not before recruitment, but after recruitment, training, employing and retaining people.

So how can we choose good young talents in recruitment and what means are needed to retain them? Take a nap and analyze with you.

Loyalty orientation

If we take recruitment as the first level of employee loyalty screening, then the quality of this step determines the retention rate of employees in the later period and paves the way for other steps.

When enterprises do recruitment, the criteria for selecting and employing people are often based on the ability and trainability of employees, that is, we often say that enterprises do not recruit the best people, but only the most suitable people.

In this process, enterprises will ignore the degree of "loyalty" of job seekers to their past jobs. The embodiment of this loyalty can be seen from the frequency of job seekers' job hopping. If the frequency is too frequent, the loyalty will be relatively low.

At the same time, it is not difficult for experienced interviewers to find that some excellent talents will have a high number of bad hops, but they do have the ability, but it is relatively difficult to keep these people. This is also what we often say about excellent people, but it is not necessarily suitable for people in enterprises.

At this time, HR should be willing to let go to find job seekers in suitable enterprises, instead of just staring at excellent job seekers. This is because we distinguish from the ability, and then choose from the "loyalty" of job seekers' past work experience.