Why can't factories find people and job seekers can't find jobs?

1. From the perspective of the boss, what the company needs most is talents, and whether it can find talents is the key

For a company, the company really needs to find talents. What we need are talents suitable for the development of the company, rather than absolutely powerful people. For example: If your company is like a four-wheeled vehicle, but you install a Boeing 747 engine on it, then we can just imagine how well the company and talents can develop under such an extreme mismatch. Okay?

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2. From the perspective of job seekers, they just want to find a platform to develop well, and HR’s one-size-fits-all selection of people makes them very helpless

I believe that for every job seeker, they want to find a good platform to showcase their talents and do their job well. In the future, while achieving their own career, they will also make great contributions to the company. contribution. When talents grow in a company, the ultimate ideal state is for the company and individuals to achieve a win-win situation.

In the workplace, there is a very popular saying: As long as you put a person in the right position, everyone can actually make great achievements, and they may all become leaders in a certain field. Professional talents. But in our real workplace, the reason why there are so many people who don’t recognize their talents, and why there are so many people who can’t do their jobs well, is actually the main reason why the company doesn’t put people in the right place. in the position that best suits them.

How to make the best use of people's talents, and how to let a person give full play to his abilities, puts high demands on the company's HR. When a company recruits people, on the one hand, it must select talents that are suitable for the company's development. At the same time, after recruiting this person, the company must also find ways to train them and provide them with resources so that they can truly exert their value. But in the real workplace, we find that many companies only want to find "ready-made" talents and do not want to train talents. After the company has "used" a person, they will recruit some "cheap" labor force Come in and keep growing the company over and over again.

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3. Talent is very important to the company, but if HR does not have the discernment to identify talents, whose sorrow is it?

We have always said that recruiting suitable talents is important for the company's development, but for most companies, the person who really selects talents is the company's HR and the company's interviewer. The reason why many companies are unable to attract talents is, on the one hand, because the company's overall strength is not good enough, and on the other hand, because many HR personnel are not good enough.

Some HRs always look at one aspect of a person. For example, if some people have low academic qualifications, HR will feel that this person is not qualified for the relevant work, even if he has a lot of experience before. Based on work experience, HR will ruthlessly eliminate this person during the interview. For some people, although they have very high academic qualifications, they have never worked in a related field for a day. They don’t even know what the business processes of some jobs are like. But in the end, HR directly refers these highly educated people to people were recruited.

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