Advantages and disadvantages of the "four-legged" recruitment method

I hope that the "four-legged" recruitment method has its own characteristics: 1. He recognized the advantages of fresh graduates, fresh graduates are cheap, with a strong ability to innovate and delayed gratification. 2. recruiting experienced personnel can make the enterprise faster into the state, a lot less training costs, cost savings. 3. from the internal training of the enterprise's top management is also very good, so that their internal staff have a wider development space is the key to retention. 4. Employees have a wider space for development is the key to retention. 4. Employee recommendation can make the staff guarantee, can better drive the work of newcomers. These characteristics are also suitable for China's national conditions, fresh graduates are more and more, if you can recruit fresh graduates is very advantageous. Personally, I am not very recommended to the staff to stand into, many employees just stand in their own position to consider little real consideration for the company, and it is easy to cause a chain reaction!

Two, "stabilize the focus, flow of general" is a very good policy, each enterprise will have a loss of staff, just more or less, can remain at 10% or so is considered normal, the important thing is to seize the core staff, the core staff is the focus of the enterprise, to cultivate a sense of belonging to these employees, and the other is not so important! The other is not so important at any time recruitment will have, the core of the company in, encounter any problems can come back, but my point of view is to be able to stabilize as much as possible to stabilize the staff, they can keep the staff turnover rate is the best.

The turnover rate of senior cadres and middle-level cadres is affected by many aspects, mainly: (1) the remuneration does not reflect their contribution or unfair remuneration; (2) the long-term goals and strategic intentions of the enterprise cannot be seen; (3) the lack of education, training and career development opportunities; (4) the lack of full respect, trust and recognition; (5) the commitment can not be honored; (6) the lack of cordial interpersonal relationships and good communication. (7) Unsatisfactory management system.

Hope Group in the recruitment of "four legs" approach: first, in the school to recruit some fresh graduates for training; second, for the community to recruit some of the practical experience of the talent, including those who used to be competitors in the enterprise; third, part of the enterprise's internal training, the current general manager of the Hope Group from the most basic level all the time to do; fourth, friends, relatives and acquaintances recommended. On the one hand, the chairman of the board of directors, Liu Yong personal not relatives; on the other hand, the chairman of the board of directors to encourage employees to recommend. Recommendation of the success rate is often higher, because the process of recommendation is also a process of guarantee, the process of recognition.

In terms of employment, I hope that the group chairman of the understanding to take "stable focus, flow of general" principle, in order to maintain the fresh stock of talent and knowledge of the update, general manager of the senior cadres of the level of relative stability, but the senior cadres to maintain the flow of 5% to 10%, because there is a flow of pressure, and there is a pressure will have the power.