16种留人策略（16 strategies for keeping people）.docVIP

16种留人策略（16 strategies for keeping people） The first trick: better to stay than recruit people Chinese have a saying called monk chanting. The same is why foreign monks chanting? This reflects the idea: far away many managers feel that they have not received is the best, have but dont know how to cherish. The same situation has happened in many online businesses: large numbers of corporate front door applications and large numbers of back door talent. New York city hanigan consulting firm (Hanigan Consulting Group) founder Mori Hanigan (Maury Hanigan) said: the relationship between the company is not always understand to attract talents and retain talents, this is ridiculous. The companies are hiring, but the results are not better than in the previous quarter. Human resource managers estimate, considering all factors, including not only paid headhunter fees, also including the relationship because employees leave the company and lose the low efficiency of the new employees in the learning phase, the cost and time spent in guiding their colleagues, employees can replace up to 150% of the wages of resignation. Therefore, our first move is when you are trying to recruit talent, retain talent first. The second recruit: recruitment of suitable employees The premise of retaining talent is recruiting suitable employees. The experience of many companies shows that what kind of people you hire has a major bearing on whether you can keep someone. Its not advisable to hurry up and grab someone who needs the skills of the company, and he leaves the office in less than six months. Milner, chief executive officer of Home Depot, found that it would be best to take some time to determine if a candidate might stay. Changing our recruitment policy is key. In the past, we didnt make good hiring decisions, Milner said of the companys great achievements in retaining IT talent. In the past, when the family storage company in the employment of talents, they do not emphasize how long time