Which Four Kinds Of People Are Easy To Be Dug Up?

　 First, Company bosses We need to examine which types of people are easy to be digaged.

　 1, make achievements, reputation outside the star executives and backbone are easy to be dug.

The reason is very simple. This kind of talent can be seen by the industry. It has proved its excellence and value with practical achievements. It has not been seen and dug up.

　　 2. Professional technology Talent is easy to be dug.

A Real Estate Company engineer now runs to a pharmaceutical company and basically can not do the work of medical research and development personnel. Even if he doubles his wages, professional and technical personnel will not be able to move across the industry. Besides, professional and technical personnel are generally slow to respond to outside wage information and industry Quotes, and they tend to form a relatively closed technological circle. There is also a substitute for professional and technical personnel, which is not strong enough. Enterprises are willing to take a better salary to fill the vacancy. In this way, the professional and technical personnel change jobs, and the salary 30%-50% is normal. There are some grey areas in the middle, which is the existence value of the headhunting company, and the success rate of professional and technical personnel being excavated is very high.

　　 3. Business that has great advantages relative to opponents. Team leader And backbone are easily dug.

Business leads many opponents, which shows that the business is successful, and the opponent is bound to want to learn and catch up. The best and most direct way is to dig the whole team to lead the company. Even if you can't dig all the people, dig into the core executive, immediately you can transplant it, and quickly close the gap. At this time, the opponent will be willing to give money to the location, and give the location and other conditions a great allure.

　　 4, managers with relatively strong management are easy to be dug up.

For the fast-growing start-up companies, the most experienced managers are managers. Therefore, they are welcomed by both the large company management background and the growth firms executives who are most in need of business expansion. This kind of person can help high growth companies to stabilize their chassis and turn their bosses' ambition and wolf into a process and systematic attack.

　　 How to prevent core talents from being dug up?

1. Highly sensitive in management.

Generally speaking, employees who work before job hopping have such subtle and unusual behaviors, which sometimes get better and worse. For example, the staff who argue with each other suddenly become very temperate or heated fiercely; outstanding employees become mediocre or outstanding in performance; late employees become punctual or late. These abnormal scenes are discovered in time. Generally speaking, it is more effective if they want to retain them at the beginning stage.

　　 2, the general talents who can not do without more money.

Generally speaking, financial, administrative and other general talents can solve problems. For example, the financial staff, originally in the real estate business to do financial affairs, now want to go to the pharmaceutical company to do financial affairs, and soon began to hand in, deciding whether a financial officer works in Real Estate Company or in a pharmaceutical company. The dominant factor is the level of treatment. There is little difference between these industries.

　 3, let the core talent grow with the company and play the role of no ceiling.

Generally speaking, core employees are generally more successful career people. Apart from the explicit remuneration, the development and planning of career development of core employees are often ignored by some business owners. The company takes the initiative to shoulder the responsibilities of career development with the core employees, so that he feels that there will be a good development on this platform, and that those who are respected can get them, giving him a secure career development environment.

　　 4, do not hide talent, the easier it is to hide.

Generally speaking, people who want to solve the problem of food and clothing and reach a well-off life are all willing to make achievements in their own professional fields. They hope that they will have an exception to their own company's influence, and also hope to enhance their industry's influence. This is not only a matter of development and respect for themselves, but also a boost to the industry brand and industry status of the company. The company should create an environment for some core employees to go out and influence the industry. Of course, some people may say that this will expose the information of core talents. In fact, even if you don't take the initiative to go out, headhunters can also dig. The core talents of your company may be more clear than those of your HR department by external headhunters. Based on the advent of the age of information technology supported socialization, physical shielding is basically invalid. Only by establishing a mental barrier can we retain core talents.

　 5, equity or option binding

High growing company can retain core talents through options or equity if salaries and bonuses are not high. However, we should pay attention to the time and quantity of the issue. If it is too early, the realization of options and equity will not happen in the foreseeable future.

Finally, remind the bosses that there is no talent that can not be retained. There is only the cost and the depth of sincerity.