通过曲折的磨合与反复接触,双方更容易达成一种共识。我认为,员工离职后想回来,的态度应该是要。当然对这叮'结论要做一些基本的前提限定不是说所有人不分清红皂白一律照单丘收一些违反公司规章被开除.不合适祛淘汰员工本人道德诚信有问题与企生文化格格不入的人排除在外.剩余的厅工我们认为企业应该要。无论是从降犯成本、增加效益、促进企业发展几个方值来讲.都有充分的理由欢迎他们回夹,业节省了一笔费用。另外,招聘到错误的人会给企业无成损失,再科学严谨的面试考核程序t会有看走眼的时候何况更多的企业多是凭一次面试就确定要不要这种损夕更多的是机会成本.这也是招聘成本月的一项,而离职的员工回 Through twists and turns and repeated contact, both sides more easily reached a consensus. I think that employees want to come back after leaving the attitude should be to. Of course, this tinker 's conclusion to do some basic premise is not to say that all people are indiscriminate, according to a single mound received a number of violations of the company rules were dismissed.Approximate cured employees themselves moral integrity problems and enterprise culture is alien to the people Excluded. The remaining hall workers we think companies should want. Whether it is from the drop costs, increase efficiency, and promote the development of enterprises in terms of several parties, there are good reasons to welcome them back to the folder, the industry saved a fee. In addition, the hiring of the wrong people will give enterprises without a loss, then the scientific rigorous interview assessment procedures t will have to look at the time when more companies rely on more than one interview to determine whether or not this loss is more Opportunity costs. This is also a month of recruitment costs, while the resignation of employees back