What are the good countermeasures to deal with various problems in employee recruitment?

First of all, take a variety of ways to understand the recruitment target. For a reliable third party who knows the applicant, it is the information advantage party, and for the recruiter, it is the information disadvantage party. In order to let the information disadvantaged parties get more comprehensive information, enterprises can get a more comprehensive understanding of candidates and recruit outstanding talents suitable for their own enterprises only through the third party. This third party can be the government, the applicant's last work unit, or relatives and friends who are familiar with the applicant. For the authenticity of the academic qualifications and qualification certificates filled in the candidate's resume, you can completely inquire through the relevant websites. Once false information is found, such personnel will be blacklisted immediately and will never be employed.

The second is to formulate a reasonable talent recruitment plan. Just like traveling, people are divided into off-season and peak season. The so-called "golden three silver four", enterprises need to recruit people, but the people who recruit can't wait for you all the time, and you can't find a replacement immediately when there is a shortage of people here. This requires planning, and to be big means planning human resources.

For example, an enterprise can analyze employees in advance according to the staffing table made at the beginning of the year and the existing personnel situation of the enterprise to see if these employees have potential to be tapped. What can be promoted can be cultivated in daily work. Don't wait for the personnel to change, then go to training, so it is easy to appear the phenomenon of green and yellow.

I have made a plan before, and I will recruit people next. In order to meet the company's standards, the recruiter needs a job description. The formulation of job descriptions is not a department's business, and all departments need to cooperate together. Only with a comprehensive and reasonable job description can the human resources department find a preliminary suitable candidate for the enterprise according to the requirements of the enterprise.