On how to recruit and retain people, how to effectively recruit and retain people?

How to recruit and retain people, as long as you recruit the employees, can take care of their own employees, if the employees are wronged, as a leader can deal with the fairness of the employees in a timely manner, the employees. would actually agree with this boss. If you want to keep employees, well, it mainly depends on the meaning of the employees, and if the employees want to leave, there must be a reason.

Recruitment, recruitment must first be positioned, according to this position in recruitment. Recruitment Criteria:

Good attitude + good ability = high-quality talents;

Good attitude + average ability = defective talents;

Bad attitude + poor ability = waste talents;

Bad attitude + good ability = drug talents;

Attitude is the level of the Tao and is equal to ability;

Ability is the level of technology, which is equal to drugs;

When a leader has two knives, one is the cost, and the other is the waste drug talent.

The vision is to keep people. What is the establishment of corporate image, ideals, vision, and retention of talents with shaping vision? It's your income; What is growth?

is ability; What is the hope for the future? It's the future. Establish unfounded dreams, and at the same time let employees achieve their dreams at the same time as you.

Let employees always enjoy the vision and enjoy better expectations.

Training to retain people. Enterprises give employees two kinds of income, one is money (salary, bonus, commission), the other is ability, to give people fish, it is better to teach people to fish, training is to give employees the best treatment.

Opportunity to keep people. Cultivate employees to have the ability to stand alone, so that they have the space to develop their talents and have the opportunity to reflect their own value.

Enterprise talent retention.

It is to shape yourself first, to make employees feel that you are always higher than him, then you have to take a break to learn, improve various levels, if you want to be strong, you must first become a strong person.

Happy to keep people. Create a comfortable working environment, have stable and harmonious interpersonal relationships, and establish feelings and friendships with each other.

Moral retention. Learning is the key to success, with a grateful heart and behavior, is a role model for employees, leading the staff love to learn, the formation of a learning team, learning attitude, sense of responsibility, loyalty, the key is from the traditional excellent culture.

1.Do a good job in management and improve profit margins.

Looking for a solution to this problem from the outside, not itself. I believe that you have all thought about recruiting people, such as where to advertise, where to advertise, where to recruit, etc., I believe you have done a lot of things.

Jumping out and thinking, doing a good job in your business and improving your profit margin is the fundamental reason why you can make it easy to recruit people. You can pay more money than others, this is fundamental, especially for front-line employees, as long as you are more than others, your recruitment problem, the problem of retaining people will be solved immediately.

Therefore, it is necessary to operate at all, and management is a lot of advice I gave earlier, and we must think strategically, so that a virtuous circle will be formed.

Is it difficult for a company like Huawei to recruit people? It's not difficult at all, everyone is going to their house, why? Because their family earns a lot of money, why does their family earn a lot of money? Because their profits are high, because their products are cattle, because their customers are cattle.

Therefore, you must not be an ordinary enterprise, but an extraordinary enterprise, and all your management problems have been solved. If you are an average business, all your management problems will not be solved.

2.Recruitment is management, to be innovative, to be unique.

It is necessary to treat recruitment as a business, to have some innovative methods, and to be unique. I'll give you an example, for example, if you can recruit some veterans, maybe they are younger and have a good image in all aspects. Or can you go to a certain village in the countryside and bring all the people in this village to the city (maybe their requirements are not so high), and if you train them, they will be willing to stay.

There is a food store owned by a Chinese who came back from the United States near the place where I live and is doing very well. His employees are all recruited from my hometown in Henan, a village in his hometown, and these children are all in Beijing, giving them food and housing and unified management, and even speaking in Henan dialect, and the business is too good to be included. These people are very down-to-earth, and the customers are very recognized.

So find a way, recruit people is business, and don't be lazy to tinker with ordinary familiar things.

How to recruit and retain people, every enterprise is facing a big problem. Enterprises should also have a complete set of recruitment, employment, and retention management mechanisms to minimize the losses of enterprises. Clause.

First, recruitment, enterprises in the process of development will produce new positions, our enterprises should look farther, we must analyze the possible future of the position, analyze its nature of work, scope of responsibility, etc., for the recruitment of full preparations. In the recruitment process, experience and competence should be given priority. However, no matter what position and the nature of the job of the position are recruited, the minimum education is a bachelor's degree, which is completely unnecessary.

Of course, it depends on what position it is, for example, a highly operational position, academic qualifications are secondary, and the main point is that you can do the job and do it well. For some managerial positions, experience and competence come first, and rich theoretical knowledge and practical experience are different concepts. When a college student has just graduated, the proportion of academic qualifications may be large when finding a suitable job, but when there is a certain amount of work experience, academic qualifications are often less valued.

The benefit of this to the enterprise is that it can save the employment cost of the enterprise. Clause.

Second, the employment of people, enterprises to recruit excellent talents, how to use enterprises? The above recruitment methods can save costs, because enterprises do not need to spend a lot of time on training, and can create benefits for enterprises as soon as possible. But not no.

The criterion of employing people is eight words - people make the best use of their talents and make the best use of them. If one day the company says to someone, you don't have any use value, then that person can leave. It is precisely because we have value in ourselves that we can find a job.

If a person can be used for life, it means that the person is amazing. Therefore, enterprises should make good use of everyone and give full play to their expertise to create the greatest benefits for the enterprise. Enterprises should give employees a stage to give full play to when employing people, so that employees will be like fish in water when they work and serve the enterprise to their heart's content.

Why do you quit after working for a while, you must know that the company has spent a lot of money for them. As soon as they leave, the company has to recruit people from scratch, and the normal operation of the company may be interrupted, and the loss to the company is very large. So how do you avoid employee resignation?

Clause. 3. Retaining people, when employees resign, the company should think of losing a large amount of money, which includes the direct loss and indirect loss of the enterprise. Recruitment and training and wages are direct costs, if the core talent of the enterprise resigns, the company spent a high salary and benefits to recruit him is to fancy him can create greater value for the enterprise than the high salary and benefits. If a person's annual salary is 500,000 yuan, then the value he creates for the company may be 5 million or more.

The loss of such an employee to the enterprise is immeasurable, and if the value he creates is lower than the salary and benefits paid to him by the company, then he has no profit and loss value for the company.

9 Recently, some people proposed to let employees switch between different positions through the method of "one post and multiple rounds" to improve their professional ability and retain talents. Such a suggestion has attracted everyone's attention and has also led to a discussion about whether this approach can actually retain talent. ......Personally, I think this approach has a positive effect on retaining talents, but it does not solve the fundamental problem.

The reason why I say this is because the key to retaining talents is to make the best use of their talents, one post and multiple rounds can help talents find their own positions, and one post and multiple rounds may make talents leave the positions that suit them.

1. The key to retaining talents is to make the best use of their talents. That's the root of the problem.

If you want to retain talents, you need to give full play to the ability of talents, so that they can play the greatest role in their positions and make the best performance. Therefore, the fundamental thing to retain talent is to make the best use of talents. ......The practice of multiple rounds of one post is a beneficial attempt to retain talents in the town, but it cannot fundamentally solve the problem, so the role that this practice can play in retaining talents still needs to be analyzed through the actual situation.

2. One post and multiple rounds are conducive to helping talents find jobs that suit them.

The advantage of one post and multiple rounds for retaining talents is that employees can be given the opportunity to work in multiple positions, so that employees can give full play to their own strengths in the work of different positions, find the most suitable position for themselves, and then realize the combination of their own ability and the actual position, so as to give full play to their greatest potential. ......Doing so can have a positive effect on retaining talent.

3. Some talents may leave their positions because of multiple rounds of one post, which is not conducive to retaining talents.

Although one post and multiple rounds play a positive role in retaining talents, there are also some problems with this practice. ......For example, some talents are already working in positions that suit them, and if they are subjected to multiple rounds of one post, they will be able to leave the positions that suit them, which is obviously not conducive to retaining talents. ......Therefore, on the issue of how to retain talents, comprehensive measures should be taken to take care of the specific situation of talents from Sakura to different states, so as to reap the best results and truly retain talents.

Enterprises recruit, employ, and retain people, combined with my actual situation, talk about some tips that I have summarized, that is, small home remedies. As the saying goes:"Home remedies blindly killed famous doctors.

It can be seen that this home remedy is very effective and effective, especially for our small business, this home remedy is more practical than the grass doctor is for farmers. 1. It is difficult for small enterprises to recruit people, and the bosses of small enterprises are often concerned about the amount of wages they give to their employees, and they are not willing to spend a lot of money, which leads small enterprises to recruit people into a vicious circle. In fact, the management costs of small enterprises are much lower than those of large and medium-sized enterprises, and the cost of the entire product of small enterprises accounts for a smaller proportion of wage expenses than large and medium-sized enterprises.

In that case, why don't small businesses hire employees at a higher salary?!As far as I know, small businesses that offer high wages to hire employees tend to become more and more popular; On the contrary, those small enterprises that are always concerned about the wages of their employees often do not improve, or even struggle to sustain. I also suffered this loss at the beginning, but then I got the hang of it and finally got out of this misunderstanding.

It is suggested that the wage standard of small enterprises should refer to the wage standard of employees of large and medium-sized enterprises in the region, which is generally about 20%-50% higher. 2. Some small enterprises also learn from large enterprises and buy a punch card machine to punch cards. What a laughing death!

Regardless of the enterprise, the purpose of the so-called management is to produce benefits, not management for the sake of management. There are only a few small people in small businesses, and it is more practical to strengthen communication with employees instead of buying a punch card machine. Employees and enterprises are interdependent, if an enterprise is like a family, what benefits can't be achieved?

It's easy for small businesses to do this; In order for large and medium-sized enterprises to do this, they must rely on the so-called corporate culture, and the cost of their expenditure is simply astronomical. I have two friends who run small businesses of the same nature. On the surface, it seems that the management is very strict, some people focus on quality, and some people focus on discipline, making employees and enterprises like enemies.

In fact, their efficiency is not high, and their natural performance is mediocre. What about the other one? The management seems to be very loose, and the employees and the boss are not like managers and the managed, but like brothers and sisters.

Every employee is piece-rated, wages are linked to output and quality, their efficiency is not to be underestimated, and the boss earns a lot of money every year. I've also found that their employees are very different from their bosses. I walked with them, and when I arrived at their factory, I had to try to put some smoke into them, intentionally or unintentionally, in order to mess them up.

Before I could say anything, the former employee told me about his boss and expressed his willingness to work for my company. What about the latter?

How to become a good enterprise, in the final analysis, is to learn to recruit, educate, employ and retain people.

First of all, recruiting people, of course, contains a lot of truth, and finding useful and suitable people must have a decisive impact.

Secondly, to educate people, what is lacking in the principles of traditional Chinese medicine is to make up for it. If the recruited employees are good, but they don't know the business and normal operation of the enterprise, then how can they improve their performance and work happily?

Third, employing people, ability to match is the key. If the energy level is greater than the position, people's enthusiasm will be reduced, which will also lead to the loss of talents. If the position is greater than the energy level, the employee will not be able to successfully complete the task, resulting in tension, resistance to the adverse effects, more serious may bring the butterfly effect, because of their own low ability, and to hire subordinates with lower ability than their own ability to increase their prestige, level by level, resulting in the entire organizational structure sloppy until collapse.

As the saying goes, "a rat feces spoils a pot of porridge", and if you want to improve your performance, you must learn to employ people.

In the end, keep people, and keep people by the system (no rules, no circle); career retention (work is happy); Corporate culture retains people (creating a sense of home, the environment affects people); Keeping people with affection (those who win people's hearts win the world); Salary and benefits to retain people (money is spent on the blade); promotion and retention; Motivation (material, moral support).