On the lighter side, only available option is not to allow the employee to go out of office and to close the door strictly for three years! LOL!
It is not the appointment terms which make employee to continue but the following points may ensure employee to continue
Opportunity for learning and development
Opportunity for growth on par with performance
PIP in place.
Recognition of work
Friendly work environment
Role and responsibilities to play.
Competitive salary on par with market standards
Transparent HR policies.
I won't say all the above points make him stick to the company permanently but for a maximum years.
However as a short term measure you may choose issuing of indemnity bond for 2-3 years along with appointment order.
Or please introduce some bonus in his salary which will be payable after 3 years once complete 3 years with the company
Or please look at the feasibility of adding retention salary component in the salary which should be paid after 3 years or 50% a payout after 1.5 years and balance after another 1.5 years.
Candidates nowadays are not looking at salary alone. Best HR practices ensure long term relationship.
29th July 2019 From India, Madras
1st August 2019 From India, Madras
Or else you can make 1 or 2 years bond, since 3 years is long by looking competitive industry trend.
Further, I am agree with V M Lakshminarayanan to establish good practice into the organisation, which will not need any bond/agreement to retain talent.
7th August 2019 From India, Ahmadabad