Problems encountered in recruitment and their solutions

First, the problems existing in the recruitment of enterprise employees

First, the lack of human resources planning, recruitment positioning is not accurate.

Human resource planning is a process that enterprises scientifically analyze and predict the demand and supply of human resources according to the changes of internal and external environment and conditions, formulate corresponding policies and measures, achieve the balance between supply and demand, and realize the rational allocation of human resources. The basic work of recruitment in many enterprises is absent: some enterprises only look at the present and lack the thinking of medium and long-term human resource planning; Although some enterprises have also made human resource planning, they have not made a comprehensive thinking from the perspective of development strategy, nor have they made a reasonable human resource planning for enterprises. Lack of human resources planning, unable to consider the problem from a systematic and sustainable perspective, leading to inaccurate recruitment positioning.

Second, the recruitment work organization is unreasonable and lacks scientific norms.

In enterprise recruitment, it is important to focus on resume collection and selection, interview, selection and employment, but the recruitment organization also has an important impact on recruitment success. Facts show that many enterprises do not realize the importance of recruitment organization, so there are many defects in the organization. These defects are not only reflected in the pre-recruitment preparation process, such as information publicity to show corporate image and development prospects, but also in the post-recruitment evaluation. In fact, the pre-preparation and post-evaluation of recruitment are also an indispensable part of recruitment. These activities are interrelated and complementary, and each step should be carefully planned and strictly operated.

Third, the selection of recruitment channels is single, and the effect is difficult to guarantee.

At present, most enterprises in our country choose a single recruitment channel, lack the integration of channel resources, and can't choose the appropriate recruitment channel for different recruitment positions, which leads to the result that the recruitment effect is difficult to guarantee. When selecting the recruitment channel, the recruiter did not seriously examine whether the channel can recruit the talents needed by the enterprise and whether it can meet the demand of the enterprise for talents. When choosing a recruitment channel, recruiters often ignore the shortcomings of this channel, which leads to passive recruitment. The advantages and disadvantages of different recruitment channels determine that enterprises can not only choose a single recruitment channel, but also consider the advantages and disadvantages of different recruitment channels according to recruitment positions, analyze channels and choose effective recruitment channels.

Fourth, recruiters are unprofessional and lack interview skills.

Recruiters should fully understand and accurately grasp the job requirements in order to screen candidates according to the job requirements. Recruiters should make an accurate evaluation of the quality level of candidates through short interviews, which is a highly technical job and requires high professional quality. Recruiters should also know the importance of recruitment skills, master recruitment skills skillfully and have the ability of "discerning heroes", which puts higher demands on recruiters. However, some recruiters lack experience and experience, and some experienced recruiters are used to following their feelings in the recruitment process. Many times, feeling may be an illusion, blindly believing that feeling may miss outstanding talents. Recruiters must have professional qualities and be able to choose talents with professional vision.

Fifth, the information between the two sides is asymmetric and there is a lack of in-depth understanding.

Information asymmetry in the market means that buyers and sellers have different information. If one party's information is complete and the other party's information is incomplete, it will lead to unreasonable resource allocation and market failure, which will lead to unfair competition. The information asymmetry embodied in recruitment includes two aspects: the information advantage of the applicant relative to the recruitment enterprise and the information advantage of the recruitment enterprise relative to the applicant. The information advantage of a candidate over a recruiting company means that the candidate knows his own information, but the recruiter knows relatively little. Under the pressure of fierce competition, in order to stand out from the competition, candidates often over-emphasize their own advantages and weaken their own shortcomings, so that recruiters can't recognize their true strength, resulting in unfair competition for talents, which leads to the inability to hire outstanding talents and brings certain risks to the efficient management of enterprises. The information advantage of the recruiting enterprise over the applicants means that the recruiter has a deeper understanding of the enterprise's operating conditions, profitability and development prospects. In this case, the recruiter has obvious competitive advantage, while the applicant is at the disadvantage of lack of information and knows little about the real situation and internal information of the enterprise.

Sixth, the talent reserve system has not been established and there is a lack of long-term thinking.

Enterprises usually think that the recruitment has been completed after completing the recruitment of current personnel to make up for the vacancy, but ignore the information of those who have not been hired. Enterprises do not attach importance to the value of those who have not been hired but want to work in the enterprise, do not consider the necessity of establishing talent information reserve, do not sort out and keep the information of those who have failed to hire, do not establish talent reserve system, and lack long-term thinking on recruitment. In this way, if there are vacancies again, there will only be repeated recruitment, which will lead to increased recruitment costs and low recruitment efficiency. Therefore, establishing the necessary talent reserve information is an effective way to reduce the loss of employers and candidates, improve recruitment efficiency and reduce recruitment costs.

Second, the countermeasures to solve the problems in talent recruitment

First, do a good job in human resources planning and formulate job descriptions.

Human resource planning and job description are two basic bases for enterprise recruitment. In order to do a good job in human resources planning, enterprises must comprehensively analyze the characteristics, nature, tasks, responsibilities and authorities, working conditions, environment and employee relations of various positions, systematically study the qualifications and conditions of talents needed for vacant positions, and formulate job descriptions on this basis. The establishment of a clear job description in enterprises is conducive to guiding recruiters to choose qualified talents who meet the job requirements, and avoiding recruiters' indiscriminate recruitment without purpose and basis, resulting in recruitment mistakes. Recruitment mistakes will not only increase the recruitment cost of enterprises, but also reduce work efficiency and delay the development of enterprises because of the mismatch between new employees and jobs.

Second, standardize recruitment standards and improve recruitment quality.

In order to improve the recruitment quality of the company and recruit high-quality talents who meet the job requirements, the recruiters of the human resources department should conduct job design and responsibility analysis of the company's vacant positions before recruitment, determine the content of job responsibilities and the quality requirements of employees, scientifically formulate job standards, and carry out recruitment in strict accordance with the standards. In addition, the company has to formulate different level standards according to different job levels. In the recruitment process, we should also adopt corresponding recruitment strategies according to different job standards. For example, if you can learn some skills in your future work, there is no need to eliminate those job seekers who lack experience and training.

Third, improve the professional level of recruiters and standardize the interview process.

In the recruitment preparation stage, it is necessary to train the recruiters in the relevant knowledge and skills of recruitment positions, improve the overall quality of recruiters and realize the combination of specialization and professionalization. What recruiters need to pay attention to is that candidates' work ability cannot be judged only by their past work experience, nor can they be judged only by a single recruitment method. Recruiters can flexibly use the method of combining structured interview with unstructured interview, and use the method of combining interview with test to ensure an accurate and comprehensive investigation of the interviewer and maximize the accuracy and reliability of the interview.

Fourth, establish a talent reserve information system and standardize the management of talent files.

Recruiters should properly handle the relationship between ready-to-use and sealed, and incorporate the personal data, contact information, interview performance, examiner evaluation and other information of the unsuccessful talents in the recruitment into the enterprise talent reserve information system. This will help to combine short-term demand with long-term reserve and standardize the management of talent files. Enterprises should also try to track the dynamics of filing personnel, so as to give priority to contacting qualified backup personnel when there are job vacancies or enterprise development needs in the future.