Recruitment efficiency is low, how can HR improve recruitment efficiency?

Interviews have gradually become the most challenging module in HR work with strong business attributes. Although the threshold for interviews is not high, it still requires a lot of effort to do well. How to improve efficiency? Let’s look at it in two parts, one internal and one external. First, look internally: It is very important to have an accurate understanding of job requirements. As mentioned above, strong business attributes are reflected in the fact that internal recruitment needs must be understood from a business perspective and implemented in the personnel requirements. Not only must we look at the needs of the employing department, but we must also be able to understand them. Understand the characteristics of the employing department's management. For example, there is a difference in the selection of employees who like smart and creative employees and employees who like to be down-to-earth and conscientious. From the outside: It is very important to choose efficient channels. For example, on the commonly used recruitment websites, there are a large number of resumes automatically recommended by the system, resulting in few effective resumes and candidates not knowing what they are doing when they receive the invitation. Daily accumulation is very important. It is necessary to make relevant accumulation for talents at that time. You can see and call it out at any time when needed.

As a recruiter, you also need to constantly improve your interview skills and techniques. The challenge is very big in terms of the ability to identify candidates through a short interview time, teamwork spirit, values ??and attitudes, etc. of. If you want to quickly recruit an employee who fits your position, then your salary and benefits should be higher than the average for this position. (Only salary is the best recruitment catalyst, everything else is nonsense) If you want to recruit a potential employee, then you can lower the salary appropriately, but not too much, because if you lower it too much, you will not be able to recruit quickly. Nowadays, it is actually very difficult for companies to quickly recruit the right people. Why do I say this? It is very simple. Now the headhunting industry is becoming more and more developed. Why is this? Because companies have problems in recruiting people. , so the headhunting industry began to appear. When large companies recruit for a management position or a good position, many companies are willing to pay hundreds of thousands to headhunting companies. Therefore, it is understandable that it is difficult to recruit suitable employees.