Marginal recruitment

Generally speaking, it is definitely to recruit people who are more important to the development of enterprises. The more capable people are, the more they want them. However, if the two abilities are equal, generally speaking, people who leave their jobs are inclined, because the cost is relatively small, and they can go to work directly without considering the handover work and compensation for breach of contract, thus reducing the waiting cost of enterprises. Of course, if the other party is very talented, it is worthwhile to wait for another month, and the enterprise is willing to wait. ...

Arrival time: those who have left the company can take up their posts immediately, and those who are on the job should go through the formalities of leaving the company and hand over the work. When recruiting, enterprises will definitely not spend more money to recruit people for no reason. Even if they reserve cadres, they hope to use them instead of waiting for the other party to spend more than a month to hand over the work. Therefore, in the entry time, people who leave the company will be more inclined to recruit. After all, it is "easy to use" and can be employed immediately. ?

On the one hand, it is still a question for people who want to change jobs on the job. If not, you have to wait 1 month for a written application to leave. On the other hand, even if their resignation application is successful, they still need to hand over their jobs before they can leave ... The time cost required for this process is obviously higher than that of those who have already left ...?

Recruitment fee: there is no extra fee for the resigned personnel. In addition to the time cost, people who want to change jobs on the job should also prevent the other party from continuing to change jobs. There is basically no additional recruitment cost for those who leave the company. However, people who want to change jobs still need extra fees: for example, if they don't want to wait so long to leave their jobs, they need to pay compensation related to the company they work for. After joining the company, he is likely to continue to prepare for job hopping. Think about it, looking for someone and taking the company as a short-term springboard is actually unfavorable to the long-term development of the company. I must re-recruit, train and join this job. I feel tired when I think about it ...

If you really want to find a job-hopping person, the boss will doubt the ability of the personnel manager and the performance appraisal will definitely deduct him. Don't think too much about bonuses. ?

Ability comparison: people who leave their jobs to find jobs may have more confidence in their abilities. Those who want to change jobs on the job are more likely to ride donkeys to find horses. Of course, all of the above are based on their analysis when their abilities are almost the same. In fact, in the assessment, besides the entry time and recruitment cost, it is more important to consider whether the individual's ability and quality are good enough and meet the needs of the company's development ...?

In the era when it is recognized that naked resignation is irrational, everyone is used to "riding a donkey to find a horse". If they are not satisfied with their current job, they will not leave immediately, but continue to look for other jobs, secretly submit resumes and apply for jobs ... This is indeed a relatively "rational" operation. After all, it's not that easy to find a job. It's hard to find a job ...?

However, people who are capable and confident are not afraid to resign. If no one lives here, there will be a place to live. They believe that with their own ability, they can "shine" wherever they go. Especially when looking for a job, their self-confidence and high spirits can really infect people ... What an enterprise wants is nothing more than a useful and useful employee. ...

However, I'm not suggesting that you look for a job after leaving your job. After all, people with outstanding abilities may be "incompetent" because of their high vision and high treatment requirements, and they can't find a suitable enterprise ... If they leave their jobs but lose their economic income, it is best to "ride a donkey to find a horse" first. ...