How to retain new employees?

"Enterprises" have no "people", but "stop". All business affairs of an enterprise are done by people. An effective employee turnover rate is conducive to maintaining the vitality of the company. At present, the business community is clamoring for "retaining people", leaving old employees in the company, but ignoring the concern for new employees. A boss complained to me that the employees recruited by our human resources department had to leave in a few days, but I did a little better, but the work time was not long, what is the problem? In the recruitment process, the Human Resources Department uses various channels, such as recruitment websites, Talent Market, campus recruitment, and headhunting, in order to recruit suitable employees, they often spend a lot of time and energy, so it is hard to find a suitable candidate and leave the company in a few days, the human resources department has to give up all the work they have done before and recruit again. The frequent loss of new employees increases the direct and indirect costs of recruitment, and affects the normal work of enterprises. After a new employee enters the company, there is usually the "Two, Three, two principle", that is, the employee enters the company two weeks, three months, two years, these three time periods are usually the highest employee turnover rate. Resignation within two weeks is usually a deception of the company in some aspects; resignation within three months is generally due to the failure to fulfill the promised salary, benefits, opportunities, and positions; the reason for leaving the company in two years is usually to have a development platform, but there is no corresponding opportunity. If enterprises can grasp these three time periods, the employee turnover rate will be greatly reduced. So how should enterprises grasp these three time periods to retain outstanding new employees? Based on years of experience, I will talk about the following four aspects for the reference of Zhu Jun. 1. Attract Talents in the recruitment process I believe that the recruitment process is actually a process of retaining people, starting from recruitment. In the future, the competition will be the competition of talent. While the company is selecting talent, the human resources department will often be troubled by the question "Why did I notify 20 candidates to apply for only five candidates? Why didn't three people be notified to enter the review ?" How can we retain new employees? For candidates, the recruitment process is a window for them to know the company and understand the company. The focus of talents on the recruitment process is far greater than the work itself. From the moment the company sends recruitment information, he is already choosing whether to continue the interview or join the company. Before the interview: Inform the interview of the time, location, and contact details. When talking about his experience, a trainee applied for a trainer position in a home textile company and received an email from the company, saying, "Please come to our company for an interview before 8 ." The students said that I would not consider such a company because I did not specify the specific time, location, contact information, contacts, etc. Although there is only one sentence, it has already been shown that the company is small and its system is not perfect. In addition to the specific notification content, good preparation is the prerequisite for successful interviews. If your preparation fails, it is for failure preparation. Make the following preparations before the interview: · Select a special meeting room · Put on the applicant's resume and try to relax the interview venue. · Interview supervisor's business card · Interview transcript · It is recommended that you do not ring your phone or phone number and do not enter or leave the interview place at will. During the interview: the interviewer should have the same statement to prevent the applicant from being cheated. A friend once went to a cosmetics company to apply for a job as a training manager. During his initial test, the recruitment specialist said that the company currently has nearly 300 chain stores and thousands of shop assistants, the training manager is responsible for the induction training, on-the-job training, and promotion training for all employees of the company. After the review, the Human Resources department manager came to the interview. The other party said that there were 58 direct stores in the company, dozens of franchise stores, and the training manager was not responsible for the training. He thought: the two people have different opinions, and even the number of stores is unknown. They don't even know what kind of people they want to recruit. They feel a bit spoofed, wasting time and energy, I knew it would not come. After the interview: Let the candidates know. At the end of the interview, Many interviewers will say, "Let's talk about it today. Let's wait for a message ." When will it end? One day, one week, or one month? Most of the time, the interview supervisor will have to go to work in another company when he notifies the applicant of another interview or going to work. At the end of the interview, the applicant should be informed, for example, "three days or two weeks later, the next round of interview will be notified ." 2. New Employee Training and Talent Retention Never think that your new employee knows everything. You must use an effective way to give him a comprehensive understanding of the company. New Employee Training is an important channel for new employees to understand and learn about the company. It is also a good way to retain new employees. At present, most companies do not pay attention to new employee training. Some companies have begun to pay attention to new employee training but do not know where to start. Successful new employee training can shorten the expiration time, enable employees to enter their roles within a short period of time, and constantly adjust the status to adapt to the new environment. For a successful new employee training, you can start from the following aspects: · Comprehensive introduction to the business content of industries and companies · Introduction to the company's products and services · Company culture · Company history · Prospects and development directions of the company · Explain the company's management policies and systems · Focus on the treatment of new employees, including compensation, welfare, and vacation There are various training methods, such as lectures, group activities, on-site visits, and auxiliary materials. Successful New Employee Training will greatly reduce the employee turnover rate. 3. Effective communication When an employee enters the company, his or her inner mind may be unbalanced and his or her mood may be unstable. At this time, straight-line leaders can communicate with the employee at intervals to help the new employee correctly understand the work environment, solve their puzzles and questions. Effective communication will make employees feel humane care, deepen their feelings for the company, and retain them with feelings. 4. Career Planning for employees to shape Talents Maslow's hierarchy of needs theory holds that material needs are lower levels of human needs, while self-realization is the highest level of human needs. Career development is an effective way to motivate and retain employees. It is the scope of self-fulfillment of needs. Through career planning, employees can correctly understand themselves, understand the future direction, and establish long-term development goals. In the process of employee growth, there are usually two situations: 1. Fast-paced improvement. The disadvantage is that when an employee reaches the top of his/her career, he or she no longer has room for development because he or she has lost his/her work enthusiasm and even left the company; 2. Slow pace improvement. Its disadvantage is that employees cannot get effective incentives for career development or learn the knowledge of other positions. Enterprises should arrange their positions at the upper-level in a planned manner for new employees, and reasonably arrange the time periods for each promotion. At this point, the retail giant Walmart's practices are worth learning from. Each employee who enters Walmart has a position level. His/her direct supervisor conducts a comprehensive evaluation on him/her every six months. If he/she is qualified and has received corresponding training, after passing the examination and testing, you will be eligible for promotion and enjoy corresponding levels of treatment. For Walmart employees, it is indeed a good promotion channel. In addition to promotions, work rotation and other career development methods are also attractive to employees. Many enterprises first think of external recruitment when their positions are vacant, ignoring the rational use of internal human resources. If you do not pay much attention to internal recruitment, there are vacancies for excellent internal employees and there is no chance to get them, which will greatly combat their enthusiasm for work. In addition, it takes a long time for new employees to become familiar with the work environment, resulting in high costs. In the case of vacancies in the company, the company should give priority to internal promotions, which will make the old employees feel the expectations of the company. Keeping people with a proper path, starting from details, humanized management, and retaining the "heart" of new employees will greatly reduce the employee turnover rate and enhance the competitiveness of enterprises.