How should companies recruit and screen employees?

The management of employee loyalty should begin before employees are hired. As the first stop for employees to enter the enterprise, recruitment is the "filter" for employees to enter the enterprise, and its "filtering" effect directly affects the difficulty of loyalty management in the subsequent stage. Therefore, in the recruitment process, we should try our best to select loyal employees for enterprises and reduce the cost of human resources. The specific implementation process can start from the following four aspects:

First, the stability of pre-employment inspection.

In the process of recruitment and selection, enterprises often only pay attention to the investigation of job seekers' working ability. However, careful examination and analysis of the application materials of job seekers can also obtain other useful information, such as: which companies the job seekers have worked in, average working hours, reasons for leaving their jobs, and so on. Through this information, we can exclude those job seekers who have a greater tendency to change jobs in advance. When recruiting, especially the core personnel of technology or business, the recruiter should not only examine his post technical ability, but also examine his stability. His past experience shows his personal stability. For example, does he often change jobs? What is the reason why he changed his job? Is he going to stay in this city for a long time? Wait a minute. Make these questions clear, and you can basically see the stability of this person.

Secondly, the degree of matching between candidates and corporate culture is investigated.

"Birds of a feather flock together, people are divided into groups", and the recognition of culture and value standards is the basis of cooperation between talents and enterprises. If employees run counter to or are far from the cultural value standards of enterprises, then the premise of mutual cooperation will be lost, either enterprises will eliminate talents or talents will eliminate enterprises. You may have given talented people generous treatment, or spent a lot of effort and energy to train them, but they abandoned you and left you. Think about it, have you neglected what you should have done in advance? Desler, a well-known human resource management scientist, said: "Enterprises with high professionalism usually treat the people they want to hire with great care and implement the strategy of" hiring based on values "from the beginning. They try to get the overall feeling of each selected object, even including his or her quality and value, so they design many employee screening tools, such as well-organized interviews, to determine whether the values of job seekers are consistent with those of enterprises. " What is right is the best. The recognition of culture and values is the first condition for employee recruitment, and it is also the basis for the formation of loyal employees. Third, choose the most suitable employees for the enterprise.

Although every company wants to recruit the best employees, the fact is that the best employees are often the most difficult to retain. So we might as well recruit some "second-rate" employees from another angle. After they enter the company, let them be eliminated naturally at work, and let these second-rate employees prove that they are first-class employees with their work achievements. At that time, these employees will also appreciate the opportunities provided by the company for their career development, thus being loyal to the company.

Fourth, encourage internal recommendation and retain people.

Statistics show that the recommended employees have the highest loyalty, which seems incredible. Since this social bond can be the main way to recruit employees, it can also be an important way to retain employees. From the perspective of behavioral science, employees can betray the company, but it is difficult to betray their social networks. If they enter the company through social connections, they must also seriously consider this factor when making a decision to leave.