Recruiting staff recruited as the first stop is the employees into the company's " filter" , the " filtering" effect a direct impact on subsequent stages loyalty management more difficult. Therefore, in the recruitment process as much as possible for enterprises to choose loyal employees , reduce cost of human resources . Specific implementation process from the following four aspects:

First, the stability of pre- inspection . Companies in the recruitment and selection process, emphasis is often placed on the applicant 's ability to work trips, but look closely and analyze job application materials , but also get other useful information such as: the job has worked in which enterprises , the average length of working hours , reasons for leaving and so on. These information may preclude those quit job seekers tend to be larger . In recruitment , especially recruitment of technical or business core staff , the recruiters in addition to his post to examine technical capability, but also examine his stability. We can see from his past experience, see his personal stability. For example, he frequently change jobs ? He changed jobs because of what ? Whether he intends to stay, long time in this city ? And so on . If we put these issues are clear, and we can see that the basic stability of this person .

Second, examine candidates and matching corporate culture . " Like attracts like , people in groups " , culture and standard of value talent and corporate identity is the basis for cooperation . If the employees and the company contrary to the standards or cultural values ​​differ , then it will lose the premise of mutual cooperation , not a business out of talent is talent out of business. You may have to give people a very favorable treatment , or for the training they put a lot of effort and energy. But they still abandon you disregard away from you . Think about it , whether to ignore the advance should do something about it ? Human Resource Management Dessler famous scientist said: "The highly dedicated companies often treat them very confident person to be hired , from the outset, perform " values-based employment "strategy. They try to get to the each object is selected overall feel , even including his or her quality and value how many employees so they designed a screening tool , such as a well-organized interviews to determine the values ​​of job seekers with the enterprise system of values ​​are consistent. " fit is the best. Cultural identity and values ​​is a prerequisite staff recruitment , but also the basis for the formation of loyal employees .

First, choose the most suitable for enterprise employees. While every company wants to provoke employees are the best , but the fact is that the best employees are often the most difficult to retain . So we wish to change an angle , to recruit some " second-rate " of employees. And they let them into the company after natural selection at work , so that these second-rate employees with efforts to prove that they are first-class employees. And then these people will be grateful to the company for their career development provides an opportunity to the company loyalty .

Second, to encourage internal recommend , relationships to people. Statistics show that by recommending ways hired employee loyalty is the highest, which looks very weird. Since this social ties can become an important way to retain employees . From a behavioral science perspective, employees can betray the company , but it is difficult betray their social networks , if they pass social ties into the company , then leave them to make decisions , they must carefully consider this factor .