The main reason why the “Flash Talkers” enter the peak period of job-hopping is to spend more money and less

As the saying goes, "Jin Sanyin IV" is a hot period in the supply and demand boom in the talent market in the spring. Now it has entered May. The recruitment peaks of various units have gradually subsided after the year. At this time, many employers found that Only after a few days of training did the newly-trained new employees go through the fresh enthusiasm of new recruits and resigned, resulting in considerable losses for the company. When it comes to the reasons for the "quick resignation", the reasons given by newcomers in the workplace usually include low wages, boring work content, employers failing to honor their promises, wishing to change careers, unsatisfactory working conditions, and unfavorable career development.

Xiao Cheng, a graduate student at Beijing Normal University, had found a job as a book editor at the job fair years ago. When he first joined the company, Xiao Cheng felt that everything was very fresh and was full of curiosity about the company's environment, colleagues, and business. During that time, she worked very hard. She was always the first one to go to the company every day, and she never complained about overtime. It took only three months or more to pass the time. The state of the small journey turned sharply down because the work was always in a busy state. Working overtime was the norm, and sometimes it took home the unfinished business. Everyone has become accustomed to it, but Xiao Cheng feels full of grievances - "every day so embarrassed, how can the body eat away?" Xiaocheng began to complain with her colleagues frequently, not only too tired to work, but also quite verbally on the wages. Because she has not yet graduated, she can only work as an intern and her salary is only half that of other employees. For these "unfair" treatment, Xiao Cheng is full of grievances. Just two months later, Xiao Cheng went on the company and went into the turbulent job search army. Sure enough, it did not take much effort, and Xiao Cheng also found a magazine job. The new owner was implemented here. Xiao Cheng immediately submitted a resignation letter to the old owner there.

Reporters found that there are not a few graduates who have similar experiences with Xiao Cheng. Since many university graduates find jobs after the Chinese New Year, some feelings of incompatibility come after a certain period of time. Tensions such as tense colleagues, high work pressure, low wages, and unclear company prospects have all become flashpoints. The reason why, even worse, he resigned because his job was "nothing, boring." Such newcomers to the workplace have an image called "The Strawberry Family" - although it looks glamorous on the surface, but it can not withstand the setbacks, touch it is bad, work is often nothing qualitative, as long as there is more fun work, or It is a higher salary and will change. Thus, every April or May, it became a peak period for graduates to change jobs.

According to experts from ChinaHR.com, the default rate and "flash rate" of recent graduates have increased year by year, and it has increasingly become one of the major problems that plagued employers. On the one hand, many newcomers to the workplace are composed of graduates from the post-90s. Compared with the post-80s, they are more conscious of the realization of their personal values. At the same time, they face less pressure for survival. Therefore, once the work is unfavorable, it is easy to resign from lightning and change jobs frequently; On the other hand, due to the imperfection of recruitment methods, the mismatch between employment needs and the individual development of job seekers, it is also one of the reasons for the “light flashes”. The newcomers in the workplace should first have long-term career planning, and secondly, they must have the determination to overcome difficulties and start small things, be sensible in careers, and be patient. Being overwhelmed and half-hearted is a taboo for the development of a career. For companies, to avoid the losses caused by defaults and “flash messages” by newcomers, the recruitment model should be improved, and the communication with the applicants should be strengthened to select the people who are truly suitable for the job.

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