Is it HR s fault that the company can t recruit people?

It's not that people nowadays can't find a job, but they can't find their dream job.

It's not that enterprises can't recruit people, but it's difficult to recruit talents who are satisfactory and can handle things when they come.

A set of authoritative data shows that China's current aging rate is accelerating, and mature and professional talents will be coaxed by the market.

In other words, it is not surprising that some positions in the company will not be able to recruit people in the future.

The strange thing is that there are many positions in a company, and there are always no people.

In this case, it is likely that the problem will arise in the person who is recruiting.

If an enterprise wants to solve the problem of difficult recruitment, it must first cultivate excellent recruiters.

First of all, the professional image must be established well, from the language to the spiritual outlook, to give people a polite, capable, professional impression.

Proper speech and demeanor will make the candidate feel good.

In addition to the quality of the recruiter, the hard condition of the business is also important.

In addition to these, the company's location is too remote, the company is small, and the popularity is too low.

As a professional HR, you should find a way to deal with the problem of difficult recruitment, if the problem is in popularity, then go to job fairs and industry summits to show your face, enhance the company's visibility, and understand the advantages and disadvantages of each recruitment platform, carefully select the recruitment platform, so that the output is worthy of the advertising cost of recruitment.

As long as you put your mind to it and remove the obstacles to a certain extent, you can always introduce talents and solve the recruitment dilemma of enterprises.

It depends on the specific reason.

In previous years, job seekers were looking for jobs, and now the situation is that jobs are looking for people.

It's already hard to recruit people on its own. So you have to change a lot of perceptions.

Not to mention large companies, they have a relatively large advantage, and they are the first places for job seekers to go.

Small companies need to show their strengths if they want to recruit great talent.

1. The treatment must not be lower than the industry level, the company itself is small, if the treatment is also small, why should job seekers come.

2. The concept of recruitment has changed, and the boss can't always be in a state of overriding the employees, and now they are all post-90s and will not pay attention to you.

3. The corporate atmosphere should be relaxed and not too rigid.

Young people are looking for a job, firstly, for the sake of treatment, and secondly, to be happy.

Recruitment is the top priority of the human resources module, and it is also a difficult link. It takes a lot of courage to do HR recruitment. On the one hand, you have to face the pressure of the company boss on recruitment, and on the other hand, you have to face the candidate'The pigeons are released from time to time.

People who do not have the ability to resist pressure are generally afraid to challenge the recruitment job easily.

But in fact, many times the inability to recruit people is not all HR problems, and many times HR is just a backpot. Two days ago, I heard a friend who does HR complain that the company can't recruit people, and the boss always doesn't give her a good look, but the company's conditions are too harsh. The company is located in a remote area, and there is no social security, and the salary is not high.

No matter how powerful HR is, there is nowhere to show it!

There are several reasons why recruitment is difficult.

First, the company's objective situation has no advantage in recruitment.

While HR can play a big role in the recruitment process, a candidate's decision to join a company doesn't have much to do with HR. Objective conditions such as salary, benefits, platform, development, and location are the main reasons that determine whether a candidate is willing to join the company. For example, the company is small, remote, and has a low salary, which makes it difficult for such a company to recruit.

On the contrary, companies with good platforms, high salaries, and good benefits will naturally attract job seekers.

Second, the company's department leaders do not cooperate.

In fact, the recruitment calendar has a lot to do with the department leaders, and the disadvantage is that the people recruited by HR must be able to cooperate well with the manager or person in charge of the corresponding department. Some department leaders said that they could do whatever they wanted during the recruitment interview, and there were no requirements, but after they were recruited, they were all kinds of picky, and a group of new employees were passed within a few days. Or they are unwilling to take the time to develop new employees, resulting in a high turnover rate of new employees.

Third, there is a problem with HR itself.

Of course, if you can't recruit people, HR still has to bear the main responsibility. Whether it's the recruitment process or how to get the new person through the probationary period after recruitment, it takes a lot of work for HR to do. It also requires a lot of skills and methods.

If there is a problem with the HR itself, then the recruitment process will naturally not be completed.

Bet candidates who lack relevant experience that unless you hire for an entry-level position, you will be in great danger. From my experience, recruiting people like this goes through a long learning process, which puts more pressure on teammates and increases their workload. Mistakes people often make:

Choosing a career because you like a certain manager Unfortunately, managers are often swapped. It is important to know the corporate culture of the future company in advance. Before accepting a job offer, you can engage with prospective colleagues or key stakeholders.

This will help you better understand the larger environment you will be incorporating.

Decisions are made too quickly when hiring, and perhaps the first candidate is a good fit for the job, but the expense due to job inconsistency is high, so all candidates need to be thoroughly evaluated to determine who can truly contribute to the team and organization now and in the future, and who fit well into the team culture. It's important to have a hiring plan and work to set up role responsibilities. Depends on how you set it up yourself, but it's best to have a written description of the role.

Share your role's responsibilities with your carefully selected people. Their judgment is credible, and they can imagine the specifics of their role and the dependence of their role on others.

You can discuss the job description with them, taking their recommendations into account when planning the role positioning, necessary skills, and success characteristics. Involve these "staff" in the recruitment process, ask questions and listen objectively. Sometimes you may want to recruit certain candidates, but when others find that he is not a good fit for the job, you should ask questions and listen to their perspectives.

John kennedy. In the end, sometimes a decision cannot be made. While you know this, try your best to separate your actual feelings from other people's perspectives.

One of the mistakes I've seen is that managers only identify a person through an interview. And ignore the other core factors: whether the person is really qualified for the role. It is also important to have strong communication skills and get along well with the rest of the team, but make sure that the candidate's skills and knowledge are appropriate for the position.

Stop hiring as soon as the company recruits, and always make some decisions when impulsive, but also hope to be recognized by everyone, and there is no standardized process when hiring, and at the same time, you should recruit others in accordance with the rules and regulations.

The conditions are harsh, and the rejection of others is too excessive, or there is a discrepancy with the recruitment information, and there is no respect for personnel, etc., there are many HR who think that others are begging them to work, and they are very unkind to job seekers.

The common mistake HR makes when recruiting is to only look at the academic qualifications, only look at the appearance of the interviewer, only pay attention to the content on some resumes, only pay attention to whether the person's resume is wonderful, only ask some of the simplest questions, do not look at personal ability, do not understand the development of the person, and blindly suppress the interviewer, these are all common mistakes made when HR recruitment.

Harsh qualifications, reactive approaches lead to misfocus, evaluating people in an absolute way, new employees are not enthusiastic after they join the company, hiring stops after they are recruited, making critical decisions on impulse, hiring is really rushing to decide on candidates, etc.

It will give these employees a particularly big sense of oppression, and they are also more tricky when asking questions, and then they do not leave the so-called dignity for these people, which always gives people a sense of prosperity and dominance, and there will be a certain defensive psychology for newcomers.

Choosing some people from unknown sources to recruit, often recruiting without looking at whether the other party's resume is up to standard, hiring so eagerly that they forget the formal process, not paying attention to the recruiter's personal ability and only looking at academic qualifications, will also ignore some politeness issues. These are common mistakes made in HR recruitment.

At this stage, there are many reasons why the company's recruitment pass rate is so low, and some of them are HR who firmly believes in their own feelings and work experience; Some are due to an unscientific interview process; Some of them are due to the lack of attention to interviewing staff, what are the common mistakes made in HR recruitment?

First, in a passive move.

In order to recruit Cheng Cheng and recruit Cheng, I found that there was a shortage of people and I had just begun to recruit ......This kind of logical thinking and practice is practiced every day in thousands of companies, and it is repeated over and over again.

Companies that carry out the above three analyses in advance will ensure that they are problem-oriented, have overall goals, have a plan, are simplified, and strategically recruit in their recruitment information, otherwise they will be in danger of being recruited for a long time by feeling the stones.

Second, choose the "steady, accurate and ruthless" method of recruitment.

The core concept of contemporary human resource management informs us that the recruitment method with overall goals, plans, simplification, and strategy is called structural recruitment, and the opposite is called non-structural recruitment.

In many companies, because they are anxious to hire people, they want to find people as soon as possible to complete the recruitment, or it is not easy to apply structural recruitment, so they basically select candidates who seem to meet the standards from many resumes, and then immediately start a conversation with senior housing managers, and when they are happy with the conversation, they enter the internship period.

1.For the recruitment information of the low-level general positions, the "steady, accurate and ruthless" method can be selected, that is, it is a non-unstructured recruitment.

2.For candidates who come in a detailed description by relatives and friends, it is possible to reasonably reduce the detection of the work environment and their own temperament, but it is still necessary to accurately measure the characteristics of the job, and then observe and evaluate them according to the internship period.

3.For management personnel, it is necessary to use structural segment recruitment, at least semi-structural recruitment, and use more perfect job recruitment techniques.

For example, the recruitment interview of outstanding talents is technical (scenario simulation teaching, leaderless group **, classic cases, group decision-making, etc.), and the comprehensive quality assessment of outstanding talents is technical (ability assessment, character testing, vocational testing, personality assessment, professional knowledge testing, etc.).

3. Recruit another you.

There are many studies that show that people who are perceived to be similar to themselves will give them a lot of positive comments, even if this similarity is likely to hide the defect of the candidate's discomfort.

This is where the gradual change of the world begins. Unless you don't want to succeed, don't just look at the first candidate who makes you feel "similar".

Fourth, there is a lack of reasonable judgment norms.

It's important to note that I'm focusing on the word "reasonable" here. For example, some companies are faithful to the rules and regulations of salesmen.

Fifth, the elite team members did not participate in the recruitment.

People often mistakenly think that recruitment is a "one-to-one" whole process, and recruitment is that managers recruit and interview candidates across the dining table, and then they can decide who hires or not.

The more difficult the work, if the elite team can participate in large numbers, the average person will achieve faster results.

Stop hiring after recruiting, make critical decisions on impulse, etc. After recruiting people, the recruitment was stopped, but the new employees left within a few days, and the position was still vacant due to the banquet; Make key decisions on impulse, even if you are in a hurry to hire people, don't impulsively recruit the wrong people.

For example, people are often judged by their appearance, and in the process of interview and recruitment, they sometimes only pay attention to academic qualifications and do not pay attention to personal ability.

The working atmosphere is very important, do not stop recruiting immediately after recruiting people from the round core calendar, pay attention to the other party's work attitude, pay attention to the other party's work ability, and must understand the nature of the recruitment position and pay attention to the recruitment time.

Recently is the peak period of recruitment, HR people are busy every day, headaches, the six modules of human resources, recruitment is just the most difficult piece, can not recruit people, is blamed for low efficiency, ability is not good, so, is it really the pot of our personnel department?

01 The invitation interview is not professional.

Nowadays, most companies will go to a ** to the candidate before inviting candidates for an interview, and then send an email or mobile phone text message inviting the interview, but why are there few people who come in the end? When the recruiter complains about the release of pigeons, has the recruiter ever wondered what the reason is? In fact, inviting interviews is also a science, which determines whether candidates choose to come for an interview or ignore them directly after hanging up.

When you hit ** to the candidate, if you open directly to "Hello, I am the personnel of the xx company, you have submitted the xx position of our company, and now we invite you to come to the company for an interview, and I sent the interview time and address to your mailbox", then I can say with certainty that there are few people who come to the interview in the end. Because you don't feel professional, the suggestions are as follows: 1. Briefly introduce the industry, scale, location, and benefits of the company; 2. Systematically introduce the work content of the position applied for by the candidate; 3. Ask about the candidate's expected salary.

Finally, leave time to the candidate, if the other party has nothing to know, then you can make an appointment with the company for an interview, this whole set of processes, it will give people a sense of being respected and valued, at least it will greatly improve the interview rate.

02Recruitment channels are too narrow.

In fact, when employees join the company, we should conduct corresponding background research, so as to better understand the real resume and real needs of employees.

91 background surveys, more than 50 verification items, full coverage online and offline; Big data produces results in one second, and resume verification produces reports in one day; National authoritative database, recording for future reference, double compensation for errors; 30% of the traditional**, multiple items are free to use.

03 I don't understand the company's business and the company's development status.

As an HR personnel, you must be very familiar with the company's products and business models, and even be able to preach and sort out in detail with the company's business personnel. Otherwise, it can only be said that you are not suitable for the HR industry. Recruiters want to recruit the right talent, and they need to be constantly involved in business unit events, meetings, etc., and be able to advise them on their business strategy.

However, many companies do not allow recruiters to participate in company events, meetings, etc. at all in practice.

04Low wages and high requirements.

This problem is the primary concern of the vast majority of job seekers, our company is a game development company, if we want to use the cost of 500 yuan to ask candidates to make 5000 yuan of special effects, then it is whimsical, everyone comes out to find a job is a mess, if the salary given by the company is not as good as the market average salary of the company's local city, then the competitiveness of the position can be imagined, so when we complain that we can't recruit people, Shouldn't we first consider whether the salary is not paid? Otherwise, we won't carry this pot.