How to prevent your employees from headhunter?

Keep your buddies happy make them feel home in your place :)

Do not prevent! The company or our social will lose if nothing is changed. If you work with ambitious or good staff you are happier than you work with non - objective staff. However, the employer should keep the employee as long as by the effective, ambitious and competitive soundness - environtment. The empIoyee should work by heart with ambitious job and should work at least 1 year before changing another company.

Agree with Hue Chi Ha, you can't prevent headhunter to contact your people. A positive thinking on this is you can feel proud that you have trained your people so well, so that many other company look for your people. And you can also make it an reputation advantage for you:
- Attract talent from other company to work for your company
- Ensure people from inside that if they can stay for a certain time (2-3 yer) to get all the training, they will "get hunted" (see all the example:))

If you are thinking about building a policy to apply on this situation, that will be pointless :)
KEEP YOUR EMPLOYEES HAPPY -> Simple Rule
LINK EMPLOYEES TO BUSINESS SUCCESS
As we can see that salaries always have an impact on the decision to move or stay, especially with a headhunter typically offering at least five-to-ten% above market rates as a starting point to encourage the switch.
Smart remuneration packages are far more effective in motivating employees. To encourage retention and high performance, use a combination of short-term and long-term incentives to stagger their rewards over the year/s. Non-financial incentives, such as small gifts for a job well done, are a great way to build loyalty, as they have far more intangible value than a cash-only bonus.
Linking employees to the overall vision of the business is also essential. With relevant goal-setting and key performance indicators, staff can see how their work contributes to the business’ success. This strategy also allows them the opportunity to further their professional development as the business grows and its objectives change.
LEAVE? WHY WOULD THEY WANT TO?
As smaller businesses cannot compete on salary alone, proactively manage poaching by focusing on culture to make your business more attractive than its competitors. With research increasingly showing that ‘the people they work with’ a key contributing factor to whether someone leaves or stays, businesses can improve their culture through simple team-bonding techniques.
By encouraging a positive and social work environment, with inexpensive activities such as morning teas, a team music roster, and casual Fridays, businesses will benefit from strengthened relationships, reduced tension, and overall boosts in productivity.
In the end, it comes down to staff satisfaction – employees will always prefer to stay with an organisation where they feel happy and motivated. The risk (or curiosity) in the unknown will be outweighed by the employee’s happiness in their current workplace. Businesses that help to foster these conditions will see the benefits, not only in reduced turnover and poaching, but no doubt in productivity and performance too.

Keep them happy before headhunter reach to your employees --> I agree with that!
Hien Duy, Vietnamese we have " Biết mình biết người, trăm trận trăm thắng"
I would like to add more about headhunters after Hoa answers:
The targets of headhunters are typically happy and fulfilled in their current role!
Headhunters specialise in luring these talented employees away with flattery and praise right from the outset to get that employee to commit to a meeting, positioning it as just an informal coffee to share information about the job market. While a candidate may initially feel uncomfortable about being approached, many love the recognition and boost to their egos. After all, who doesn’t enjoy being told they’re great at what they do? A headhunter will try to make the candidate feel special and important by discussing achievements in their current company and speaking admirably about the reputation they have built.

Often, a headhunter asks brutally honest and direct questions – the questions most companies are too afraid to ask but need answering, especially if that company is serious about retaining their staff. If their employer hasn’t discussed their future with them, a candidate may begin to reflect and wonder why these questions haven’t been asked, or answered. Questions about desired salary, aspirations and development can make that satisfied employee start to wonder what life is like on the other side of the fence – could the grass be greener?