Today's society is dominated by knowledge economy, and human resource management has gradually become a decisive factor in the rise and fall of enterprises. Enterprises pay more and more attention to the shaping of employee loyalty and ensure the retention of core employees through various means. But there will always be people who are dissatisfied with the status quo of the enterprise, and one action is to choose to leave. However, the turnover rate of employees has always been a difficult problem for enterprises, and the turnover rate also reflects some problems existing in enterprise management. Due to the reform of the education system, college students who have graduated with expanded enrollment have gradually become the main force in the current workplace, and "generation gap" has also become the most popular vocabulary when enterprise HR talks about fresh graduates. Therefore, only by fundamentally solving the problem can the brain drain of enterprises be truly alleviated. According to the data of a workplace survey, only 32% fresh graduates are satisfied with their jobs, and 88% fresh graduates leave their jobs voluntarily. Experts say that recent graduates have great illusions about the workplace, and they are often self-centered in interpersonal communication and have high expectations for work. However, in the real society, enterprises have high expectations and strict requirements for fresh graduates, and it is easier to stimulate between them. So, how to keep fresh graduates, let them quickly identify with the enterprise and take root in the enterprise? In view of the high turnover rate of fresh graduates, experts give the following suggestions to provide reference for enterprises to better retain talents. First, the recruitment effect is directly related to the employees' stay, and human resource management plays an important role in modern enterprise operation. The development of enterprises is nothing more than a struggle for talents. As long as they have core strength, enterprises will accelerate their growth. Then how to know people, select people and employ people is very important in the recruitment process, and recruiters must make the first pass for the enterprise. Experts suggest that the following aspects should be done well before recruitment: (1) Be familiar with the responsibilities and qualifications of the recruitment position. The qualifications of a post should basically include professional knowledge, internship experience, professional skills, personality characteristics, performance during school and awards won. (2) The selection methods of candidates should be diversified, and the first cause effect can not affect the interview effect, resulting in the lack of talents. Many enterprises only use one interview method when recruiting new employees, that is, interview. They didn't compile systematic and targeted interview questions according to job requirements, didn't tailor job evaluation indicators according to their own needs, and didn't lay a foundation for the follow-up assessment of employees. (3) The interviewer's professional skills and literacy will also have a certain impact on the interview results. If the interviewer is a non-professional, it will lead to lax control and inaccurate selection. Second, provide sufficient development opportunities for fresh graduates. Most of the people who are active in the job-hunting period in the workplace are fresh graduates and job seekers who still have no stable jobs after graduation 1 or 2 years. They not only value material treatment, but also value whether they can develop in new positions and whether the platform given by the company can highlight their own value. Whether there is room for development is mainly reflected in the following two points: (1) whether the enterprise has a reasonable and clear promotion system and whether it can tailor the career development path for employees; (2) Whether the enterprise can continuously provide training opportunities for employees, so that they can continuously improve their own quality. At present, knowledge is updated quickly, and if you don't study, you will fall behind or even be eliminated. Experts say that if an enterprise can't do the above two points, employees will feel that they have no future in this enterprise, can't keep up with the pace of development at work, feel inferior, and even worry that their position will be replaced by foreigners one day, so they will have the idea of finding another way out. In today's society, in addition to the employee loyalty required by enterprises, job seekers are more concerned about whether enterprises can bring enough security to employees. Third, create a harmonious corporate culture Many freshmen find it difficult to integrate into this enterprise and choose to leave in a hurry, mainly because the corporate culture is not unified and the whole enterprise has no unified good atmosphere. There are also many problems in communication and coordination, for example, there is little communication and cooperation in work, and some helpful information is not well shared, which makes employees feel isolated and unwelcome. Experts say that there is no real "generation gap" between people, but more misunderstanding caused by the lack of certain communication. While complaining that the current fresh graduates are unreliable, willful and lack of professionalism, corporate HR asks itself what is the reason? In fact, the main reason is that there is no good communication bridge between enterprises and individuals, and they have not really entered the hearts of recent graduates to explore their true thoughts. In the process of communicating with fresh graduates at the job fair, the author found that they are actually very simple and have no more detailed planning for their work. What they hope more is that enterprises can give some guidance and old employees can give some help in their work, rather than blindly rejecting and squeezing. Everyone has a sense of self-protection. If the enterprise can't create a harmonious working atmosphere for its employees, it's no wonder that the freshmen now show a rebellious side. I would like to ask, if enterprise HR can contact each other in time and give care and help, who will be willing to leave the warm embrace of the enterprise? Experts say that there are many reasons for employees to leave their jobs, but they are nothing more than the above three points. If the enterprise can do it, the employee's loyalty will be improved, the stability will be improved and the turnover rate will be reduced. In fact, excellent fresh graduates pay more attention to whether their talents can be brought into full play in the enterprise and have the space to create and display their talents. They value not only their existing wages and benefits, but also the development of enterprises. After a period of time, new employees often judge the future of the enterprise according to their own understanding.