If a company cannot recruit employees, what are the usual reasons?

In today's social environment, finding a job is a common problem in both large and small companies, for many reasons. But it is nothing more than salary, benefits, working environment, atmosphere, growth opportunities, development space and other factors. In addition to the above factors, there are three situations that can make recruiting more difficult.

First, the company blindly raises its requirements. For candidates with qualifications that exceed those set for the original position, some people ask for improvements during interviews, but there is no requirement when no one is in charge;

Second, there is the issue of the recruitment season. The recruitment market never has enough manpower. Generally speaking, there is sufficient manpower from March to May, followed by the annual graduation time, when fresh graduates have sufficient employment;

Thirdly, the quality of recruiters. No one can tolerate being impatient with a candidate’s questions, or making the interview look like a trial; these factors directly impact hiring. It is recommended to clarify job responsibilities, job requirements, and the number of people needed. It is best for small and medium-sized companies to adopt internal promotion, competition, internal introduction or multiple positions, or directly cultivate reserve talents to save manpower and recruitment costs.

If external recruitment is really needed, determine the recruitment channels, select the required range of people, determine whether it is on-site, online, newspapers, television or other media channels, and reduce the cost of recruitment as much as possible. After doing this, you can determine the interview questions and methods. If you can't find suitable manpower, you can consider lowering requirements, training or promotion. Companies with tight manpower needs or high technical requirements may want to retain more people. Only by retaining core talents can the pressure of recruitment be truly reduced.

What should companies do if they can’t recruit people?

1. Cast the net widely and fish more, that is, spread the recruitment information first.

There are also different modes of communication. For example, managers, technicians or civilians go to the main recruitment website on the Internet, while operators and electricians can post advertisements in rural areas. Of course, the proportion of WeChat recruitment and recruitment recommended by acquaintances is also increasing day by day. To sum up, if you want to recruit for any position, the activity scope of your pre-recruitment target group should have your recruitment letter.

2. As the window through which candidates come into contact with the company, HR should have good professional qualities, and every move, word and deed should represent the company's image. You need to thoroughly understand the job responsibilities and work content of the recruitment, as well as the benefits and benefits of the position. How can we gain the trust of candidates if we don’t control basic information when communicating with each other?

3. HR needs to identify whether candidates are suitable based on the special requirements of the position. This identification process requires our HR to use professional tools, methods, experience and testing to support it. For example, the STAR principle, personality tests, psychological tests, etc.

4. Salary and benefits are not attractive enough. People want to make more money every time they come out, so salary and benefits have become the main competitiveness in recruitment. Recruitment will be affected if the wages for different positions in the same industry are low or the wages for the same positions in different industries are low. So this requires our HR to have a microscopic understanding of salary and benefits.

This is an eternal paradox: companies want to hire the best people with the least money; employees always need to accumulate the most wealth in the shortest time. Therefore, companies regardless of size will have various problems in retaining people. Every year when we arrive at Jinyinyin, there are always groups of employees coming and going. New people come in looking for opportunities. The elderly feel that there is not much development, or they want to find a better home, so they tend to change jobs. Of course, it's not all about money. Many times, business owners cannot guarantee their future, let alone stabilize their employees. What’s even more strange is that some small and medium-sized enterprise owners are not even guaranteed today’s salary, but they still boast that tomorrow will be better and their performance will be higher. In addition, there are personal difficulties for employees that the business would never consider. For example, living apart in two places, taking care of the elderly, children going to school, nature of work, employee health status, gender embarrassment, etc.

In the recruitment process, it is necessary to let the candidates know the real situation of the job and the company as much as possible, so that they can have a reasonable expectation of the future work content and environment, thereby helping them confirm whether the job is genuine. It suits him. No matter what method you use, get them to accept your offer. Once they find out that the real job is not what they thought, they will leave - this is realistic and cruel. Regardless, employee retention is one of the biggest challenges HR has to face.

Only about 7% of employers can confidently say that they do a good job of measuring, driving and increasing employee engagement and loyalty. Don't just look at the surface of everything. It will be good for everyone to pay more attention and be more attentive.