Recruiters are always dissatisfied with HR's responsibilities.

Anyone who has done recruitment knows that it is really not easy for HR to recruit people, but in reality, it often happens that people who have worked hard to recruit by HR are rejected by department heads. The main reason is that HR does not understand the recruitment needs of different positions and departments. What's more, some HR directly invite people to interview the head of the department, which is embarrassing.

HR is also aggrieved by this: the company has several departments with different majors, especially the technical department. We don't understand the high professional requirements, and the preferences of the heads of different departments are different. It's really hard to understand it all. We are also very upset.

I saw them discussing this issue in an HR group the other day. It seems that everyone has such distress.

"The company needs to recruit technology, but because I don't know technology, the people who recruit always make the manager dissatisfied. My current practice is to stay on the ground until I am satisfied, but the efficiency is very low. "

"Sometimes different managers have different strange preferences, such as keeping short hair in charge and long hair in management. A person in charge of the design department told me not to be Taurus and Virgo. In short, it takes a lot ... "

In fact, while complaining, HR people have to admit that HR is partly responsible for the dissatisfaction of the department heads of the recruits.

On the one hand, it may be that the department head did not take the initiative to explain his needs to HR, on the other hand, HR itself did not understand the recruitment needs of various departments, which led to low recruitment efficiency, increased labor costs of the company, and even a gap between HR and the department head.

So how does HR understand the recruitment needs of business departments? A very effective way is to quickly understand the industry knowledge by attending regular meetings and summary meetings of business departments. After understanding the industry knowledge, it is much easier to understand the recruitment needs.

The second is that HR cannot build a car behind closed doors. It should go out and communicate with various departments. This will not only enable HR to quickly understand the professional knowledge of different departments, but also understand the preferences of different responsible persons, then the recruitment efficiency will be greatly improved.

HR should not think that this is a time-consuming and laborious job, because the accumulation of professional knowledge is a treasure for HR itself, and when you know the employment needs of various departments, you will find that recruitment can get twice the result with half the effort.