How to avoid being poached in corporate recruitment

Introduction: Malicious embezzlement not only causes the loss of key technologies and talents in enterprises, but also damages the internal human resources environment. If an enterprise does not pay attention to this problem and does not take timely countermeasures, competitors will maliciously poach employees. The movements will get bigger and bigger, and the situation will get worse. The main external reasons for unfair competition among enterprises are firstly the non-standard operating environment of enterprises, lack of business ethics and weak legal awareness among enterprises, and secondly the lack of workplace ethics and insufficient professional quality among enterprise employees. But the deeper reasons are that the corporate culture of the poached companies has not yet been deeply rooted in the hearts of the people, thus lacking cohesion; corporate risk prevention awareness is weak, managers have no crisis concept, and corporate risk management and control capabilities are insufficient and other internal reasons. So, what impact does poaching have on poaching companies and the people being poached? Senior experts from Sanmao Human Resources Network believe that for poaching companies, malicious poaching and leaking trade secrets not only harm the poached company, but will eventually hurt the poaching company itself. Because poaching itself is extremely risky, not to mention the legal risks you will incur, just say that almost all of the people you can poach today are not good or capable people, and they may be easily poached by others tomorrow. . In our more than ten years of labor management experience, there are almost countless cases of failed companies in poaching. The risk is even greater for people who jump ship because of a wall. This is because the poaching company itself is not necessarily a standardized company. It may not have the ability to develop at all, nor does it have a mechanism and environment for talents to grow smoothly, nor does it have the ability to cultivate its own talents. Its need for talent is only temporary, and. When it is discovered that you cannot perform or adapt to his company, your end can be imagined. Besides, almost all internal employees of companies will not have a good impression of outside talents, especially if they find out that you were recruited by the boss with a high salary, you are waiting to suffer. For companies that have been poached, experts from Sanmao provide you with six tips, hoping to be helpful to HR. At the same time, experts suggest that once you are poached, you must take immediate action, which can be divided into short-term and long-term measures: 1. The most current method is to send a lawyer's letter to the malicious poaching company to inform or warn him of violating the non-competition restrictions. Unfair competition methods under the law will cause legal consequences. If the consequences are serious, legal measures may be taken directly. However, it is best to ask a knowledgeable and experienced expert to design a lawyer’s letter. Second, the short-term solution is to formulate internal employee resignation management measures, strengthen internal resignation management and control, set up resignation supervisors and resignation responsibilities, and standardize the resignation management process. 3. Standardize the management of labor contracts and add relevant clauses on non-competition restrictions in labor contracts. 4. Enhance risk awareness and standardize confidentiality management. Establish a confidentiality management system, strengthen control over internal documents, products, and office facilities (mainly computers), sign "confidentiality agreements" for key technical positions, and clarify confidentiality responsibilities. 5. Strengthen employee professional ethics training and education, improve employees’ professional quality and level, and reduce the probability of being poached. 6. Standardize internal human resources development and management, create a superior corporate culture, and strive to enhance corporate cohesion.