"There are two new employees to apply for today. I didn't expect to just sign the employment agreement. When I got off work, people sent me a message saying that I didn't want to leave. "

"What is this? HR doesn't know how to recruit people. This not only wastes the company's resources, but also wastes everyone's time, and work efficiency and enthusiasm will be affected. "

In fact, this is just like the interviewer's head for HR, which is a very common thing. Because of various factors, even if many people pass the interview and sign the employment agreement, there is no guarantee that they will make a decision to resign in the next second. This kind of thing is very common.

If anyone is to blame, it is not entirely the fault of recruitment and HR, because some uncertain factors are largely caused by job seekers themselves, such as going home for the New Year, parents letting themselves go home for development, and suddenly going back to their hometown for something. We can't avoid it, let alone predict it.

For recruitment companies, it is certain that job seekers who meet their employment standards will be in a long-term stable state after entering their own companies. This kind of stability includes not resigning in the short term, being responsible for one's own work, being purposeful, being a person who wants to do things and so on.

Of course, in the case of just entering a company, the greatest expectation for the personnel recruitment department is that he will not leave in a short time, or even stay after the internship period. After all, everyone is carrying the KPI of the number of recruits.

It's not uncommon to leave easily after joining the company for a short time. With the youthfulness of the job market, young people have the courage to leave, and this instability makes HR scratch his head. However, it is not impossible to recruit relatively stable talents. Try the following three methods.

First, in the resume screening stage, young people should be cautious when they change jobs. In the initial resume screening stage, after other qualifications, professional skills and industry experience meet the requirements, HR mainly depends on the job experience of job seekers. If he changes jobs more than five times a year for no more than three months at a time, please think carefully, even if you think his work ability is not bad and his experience is not bad.

Why? On the one hand, looking at his age, if he is in his twenties, it means that he has just worked for a few years and changed jobs within three months, or he is not interested in these jobs and has no sense of accomplishment and value. Either you don't have a clear goal and a plan for the future, and you are constantly trying to find your own goal. Another is that the background is rich second generation, and you come out to work just to experience life and change what you want.

From a high probability, unless HR people are confident, these employees will either be given satisfactory wages or jobs with a sense of accomplishment and value after entering the company. If there is a high probability that neither of them can do it, I advise you not to recruit young people with the above experience easily.

Because for myself who is looking for a job, because I am young and have the opportunity to try and make mistakes again, the risk and cost of making mistakes are very low. If they find dissatisfied jobs, they will naturally choose to leave. At this time, their expectations of the workplace are more inclined to realize self-worth, not just a job of survival and life.

Second, the interview link depends on the importance attached to the work. Interview is basically an inevitable part of job hunting, and most jobs require interviews. Interview is also an important part of understanding the comprehensive ability of the interviewer and the importance attached to job matching. Usually, after the interview, the interviewer can get a general idea of the interviewer's ability and matching degree and the importance attached to the job.

If you want to recruit a relatively stable employee, you should know his attitude and importance to this job. In fact, just ask a few questions, and the interviewer can deliberately not mention the main content of the job during the interview. You can see if the interviewer will take the initiative to ask questions about the work content in the follow-up questioning session.

If you don't have the slightest worry and doubt, you can see that he doesn't really care about his future work, what he is doing, where is the future development space and so on. He doesn't care about this. Such people will not have a strong sense of belonging when they come in, and it is normal to leave suddenly.

I don't care about my job, maybe the biggest motivation is just to make a living. No matter what kind of company I work in, I hope I can pay my salary on time. It is almost impossible to expect this group of people to be stable.

Third, look at the entrance response time, whether it is urgent or slow. Generally speaking, when choosing a job again, most people want to climb a higher platform and have better opportunities. From the moment they decided to leave their last company, they were ready to find their next home.

On the other hand, they can't just look for jobs and not go to unpaid jobs. Many people will have a buffer period of several days to 1 week when deciding on their next job, because the last company needs to be handed over, and it takes time to hand over. It will take time for the next company to change its mentality and mood.

There are two reasons behind this. One is that the unemployment window is too long, and the pressure of life experience has begun. If you don't find a job to make money, you may not even be able to pay the rent. The other is that you really attach great importance to this job. I hope this job will help your future career development, and I hope you can start working as soon as possible.

For job seekers, of course, it is more likely to vote for dozens of companies than one or two resumes. If you choose to have him, other companies may choose to have him. Once favored by many companies, many people will choose to eat in the bowl and watch in the pot.

"Anyway, there are so many companies I want, so I can choose them slowly", so the entry time of the other company is about one to two weeks, which is actually used to measure the processes of each company. But from the company's point of view, since there is a recruitment demand, I definitely hope that people can get on the job as soon as possible, and most of the positions are not high-tech positions, which is very replaceable. If the reaction time is long, even if people think you are ok, they will still choose to give up on you.

Therefore, according to the entry time, we can also see how much a person attaches importance to his work. For most companies and jobs, the truth is not that you choose others, but that others choose you. It is not appropriate to give the company too long entry time, and the longer the company waits, the more unreliable it is.