How to keep your new hires.docVIP

 PAGE \* MERGEFORMAT 9 How to keep your new hires ‘Enterprise’ no ‘people’ are ‘only’, businesses are all matters of human stem out, an effective rate of turnover is conducive to maintaining the company’s vitality. Currently, the business shouting ‘keep people’, leaving the company are often older workers, but ignored the concerns of new employees. A boss complained to me: Our Human Resources staff recruit a few days left, and I move a little bit better, but the work of the time is not long, in the end, where is the problem? HR in the process will move people through various channels, such as: Job Network From EMKT. stations, the talent market, campus recruitment, headhunting, etc., in order to hire the right people often spend a lot of time and effort , finally hiring a suitable candidate, did not put forward a few days leave, Human Resources ‘former’ power to make disposable, ‘dumb to suffer in silence’, is again to re-recruit people. The loss of high frequency of new staff, making recruitment of direct and indirect costs gone up, but also affected the normal work of enterprises. The new employees join the company usually have ‘232’ principle, that employees join the company two weeks, three months, two of these three time periods are usually the highest rate of staff turnover period. Leave within two weeks is usually the company in some respects, there is cheating behavior; three months of separation is usually promised salary, benefits, opportunities, duties and so on did not materialize; two reasons for separation are usually hope to have the development platform, but the there is no corresponding opportunities. If an enterprise can grasp these three time periods would significantly reduce staff turnover. So enterprises are concerned, how should seize this three time periods in order to retain good New employees? Based on years of experience, the author mainly from the following four aspects to talk about, for gentlemen reference. 1, the recruitment p