Why is it difficult to recruit people when the company offers good treatment?

Please don't fool job seekers with vague treatment rhetoric! You are not "well paid" for digging a hole. Do you think job seekers are fools and easy to fool? It's strange that you can recruit employees by saying that! Of course, objectively speaking, it should be influenced by many factors, which makes it difficult for the company mentioned in the title to recruit people!

1, for the recruitment company, the salary it gives will feel good. No recruitment company will feel that its salary is too high. For job seekers, the salary that the company thinks is ok does not meet their psychological expectations. They usually feel that the salary offered by the company is not satisfactory, which is far from their expectations.

So these job seekers often refuse to accept the invitation of those recruitment companies.

So the salary is good, which is often just the self-feeling of the recruiting company, and it is not necessarily like that; In the eyes of job seekers, the salary of the company is too low to be satisfied.

2. The working environment provided by the company is too bad, which may be harmful to human body. Some salaries seem higher, but they are very harmful to people's health. If you don't pay attention, you may get occupational diseases and spend the rest of your life in the disease.

Therefore, even if the salary is high, it is difficult for a company or occupation like this to recruit employees.

For example, some chemical plants have caused serious harm to the human body due to heavy chemical pollution. After comparing and weighing, many people find that exchanging their bodies for that high salary may end up just working in a hospital, hurting their bodies in vain and even causing trouble to their families.

Therefore, not many people are willing to do this kind of work that is harmful to people's health! After all, compared with the salary, the harm to the body always outweighs the self-interest, so naturally no one wants to do this kind of work.

If you are a job seeker, what are you willing to do in the face of such a job that is extremely harmful to your health, even if you are given a good salary? So a company can't recruit workers, a big reason lies in the company itself. In order to change this situation, we should not only improve the wages of workers, but also improve the working environment of workers, realize various effective safeguard measures, and eliminate employees' psychological worries and worries.

Ok, I will simply analyze it here. I hope my answer can help you. Share workplace knowledge, happy workplace life, thank you for clicking, commenting, dividing, transferring and receiving! Hello, I am doing HR work in an enterprise, and one of my duties is to recruit people, so I have some experience on this issue. I can talk about my personal experience and maybe answer your questions.

In my opinion, it is difficult for a company to recruit people. The first is because of wages and benefits. You said your company offered good treatment. I think this is precisely the biggest problem that your company can't recruit people. You know, if a company wants to attract talents, it needs two elements, one is salary and the other is welfare. Together, it can be called treatment, and separately, it also belongs to treatment. But as far as your problem is concerned, your company's good treatment is mainly reflected in not working overtime, having social security and having weekends. To tell the truth, many companies have such treatment conditions, so this treatment alone is far from enough. Finally, it depends on the real salary.

If your company doesn't work overtime except for weekends, doesn't pay social security as you said, and the salary is generally even very low, then of course you can't recruit people, because your peers are better paid than you as a whole, and talents are attracted by companies with higher pay. Therefore, your opinion about the good treatment of the company is only your personal opinion. Others don't think so. You think your company is good, others just think your company is bad. This is a different position.

Therefore, if your company wants to recruit people and wants to recruit people more easily, it should not only provide good treatment, but also provide good wages. To do this, I suggest that your company can refer to the middle and high-end treatment of the same position in the same industry.

Secondly, I think the difficulty in recruiting people in a company has a lot to do with the mismatch between people and posts. No matter how good the company's treatment is, it is also difficult to recruit suitable talents because of high job requirements and too picky about talents. In other words, the company's position is quite special, and the requirements are definitely high. However, most of the existing talent resources can't meet the requirements of the position, and it is difficult to recruit people. In either case, it is because of the mismatch between people and posts.

HR engaged in personnel work knows that the attraction is the matching of people and posts. People and posts don't match, either they can't recruit people, or the people they recruit are not qualified for the post.

There are two other situations. If the company deliberately sets the post requirements too strict, the mismatch between people and posts can be changed, that is, the company can solve the recruitment problem by lowering or relaxing the post requirements. However, if the mismatch between people and posts is caused by the high requirements of the post itself, then if the company wants to recruit suitable people, it must expand the recruitment channels and scope and improve the treatment, thus solving the problem of difficult recruitment.

Thirdly, if the company is really well paid and comprehensive, but it is still difficult to recruit people, I think there must be objective reasons. The details are as follows: From the above explanation, you should understand that the company you are talking about is well paid, with a five-day and eight-hour working system and social security payment. Actually, it's not an advantage. This is the most basic treatment that a company should have, and the company cannot expect this treatment to recruit all the talents it wants.

The seemingly simple thing of recruiting people in the company is actually a system and a "big project", which is not simple at all.

The factory has this problem. It is difficult to recruit workers and the salary is good, but young people can't be recruited in the first line. Young people have many choices. Their parents have dreamed of working in factories all their lives, but times are different now.

The neighbor's daughter, who just graduated from college in her twenties, was introduced by her mother to work in a factory, and she also had social security of at least 3,000 to 4,000 yuan a month. However, her daughter is completely disdainful, preferring to do WeChat business at home, and it is said that when the sales volume is good, it is no less than working in a factory.

The factory owner bluntly said that it was difficult to recruit workers. "I can't recruit after 90, and middle-aged people don't want it!"

First, today's young people pay more attention to the overall cost performance of their work.

The post-50s and post-60s generations basically work for a living. If they don't work to make money, they won't be able to survive and support a family. But now, after 90, especially after 90, family conditions are better, and the desire to make money desperately is not as strong as that of their parents.

Second, these young people are less and less interested in factories.

The factory that many people yearned for twenty years ago seems to be very skilled and decent to work in. However, with the rapid economic development, especially the rise of the Internet industry, young people are more willing to work in office buildings. Being a receptionist with a monthly salary of 3,000 is more attractive than being a front-line employee with a monthly salary of 5,000.

1, the working environment of the factory is poor.

2. The safety factor of the factory is poor.

There is no future in the factory.

Enterprises can't recruit people, it must be the problem of enterprises. To solve this problem, we still have to find the reason from the enterprise itself.

Enterprises can't recruit people, which can be discussed in two categories:

Next, let's spread out and talk.

There are many applicants, but there are no suitable people, which leads to no recruitment. If there are many applicants, but there is no suitable candidate in the final interview, it will definitely lead to no recruitment. At this time, it is necessary for enterprises to analyze and sort out the interview.

What caused the applicant to fail in the interview?

Under normal circumstances, there are only two representative possibilities that lead to interview failure.

The applicant's coming to the interview shows that the applicant must know something about the company, the recruitment position and the basic benefits. At least before the interview, the applicant still recognizes these.

The company informs the applicant to come for an interview, indicating that the company has read the resume of the applicant in advance and has a certain understanding of the applicant's ability, skills and experience, or has a preliminary understanding, and even had a simple communication when notifying the interview.

Now that we have a simple understanding of each other, and since we initially recognized each other relatively, the interview must be to get to know each other better for the purpose of * * * understanding and common achievement, so the final interview failed, indicating that everyone failed to reach an agreement through the interview.

We are further analyzing:

How should enterprises solve this problem?

If you still can't recruit people, don't worry. We'll talk about another situation after the analysis, because there are many sexual factors.

There is no candidate, which leads to no recruitment. This will happen if the enterprise sends a lot of recruitment notices, goes to a lot of job fairs and even sends people to major talent markets. There is still no candidate to submit a resume, which means that there is no interview, and eventually no one will be recruited.

In this case, there are many reasons why enterprises can't recruit people, but they are also terrible:

Enterprises in the industry have a bad reputation, notoriety, exploitation of employees, extremely tense work, extremely chaotic management, and internal intrigue. These are well known in the industry, which leads everyone to avoid them.

This is slightly different from the above. At the beginning, the company set high requirements for its work. Candidates were scared to death when they saw the recruitment notice. Everyone gave in and didn't submit their resumes.

As mentioned above, enterprises have their own standards in terms of welfare benefits. Enterprises think that the welfare benefits currently provided are already very good, but this is only from the perspective of enterprises. For candidates, everyone has their own expectations and their own bottom line. The salary provided by your enterprise is not in the eyes of the candidates.

Now job seekers should not only look at welfare benefits, but also refer to whether the enterprise itself has room for development. Some enterprises have limited development or obviously no development prospects. If they work there, they can't see the future and won't last long. It is better to spend more time looking for a better job.

In this case, it is very troublesome to recruit people. There will be simple suggestions on how to break it.

No overtime, social security, double holidays, this is just the basic configuration. I don't know whether an enterprise is shooting itself in the foot, which is what an enterprise should give to applicants, or whether it should be the most basic and basic configuration in itself, and it is also the most basic requirement for most candidates.

The enterprise took away what it should have paid, and then gave it to the candidates as charity, boasting about the contribution of the enterprise and its goodness. In fact, the candidates are not fools, how can they be cheated by you, so it is not surprising that no one can be recruited.

How can enterprises recruit people? Enterprises can't recruit people, but they don't like candidates, or candidates don't look like enterprises. Either the enterprise lowers the requirements to see the applicant, or the enterprise provides attractive conditions for the applicant to see the enterprise.

It's that simple. Enterprises can't influence candidates, but they can attract candidates by changing themselves.

Basically, as long as this is done, people will certainly be able to recruit.

If not, it means that there are too many problems in the enterprise. It is suggested that enterprises must reflect on the enterprise culture, enterprise system, personnel management, welfare and salary, and of course, the business and development goals of enterprises.

But many problems are difficult to change in a short time, such as the reputation of enterprises. It takes time, but if an enterprise wants to survive and needs someone to work, it is impossible to spend too much time on these things, so:

The above two points are only short-term strategies, which can't be done for a long time. Enterprises should bear in mind.

Finally, it is now a two-way choice. Enterprises should try not to play empty games or draw big cakes. Even if you attract people, you can't keep them. Think from the applicant's perspective. I believe that the phenomenon of not recruiting people will be improved.

Why is it difficult to recruit people when our company is well paid? Because your company has a deep routine, you just wrote about weekends, no overtime and no social security, but you didn't mention the most important thing, that is, salary! Don't talk about salary, just talk about other things.

The most important thing about work is salary. Looking at the job advertisements, 70% of resumes are submitted for salary, not for weekends, overtime and social security.

1. Which company do employees want to work for? The most important thing is the monthly salary. Who doesn't work to get paid? Some enterprises will write a salary range when recruiting, while others will keep the salary confidential and write "negotiable". In this regard, employees are definitely more willing to send their resumes to companies with clear salary ranges, because this is visible, and "negotiable" means unpredictable and unknown.

Compared with visible salary expectation and unknown salary, it is more secure.

Second, two weekends, no overtime, social security is the most basic, not competitive. Although many enterprises implement the 996 working system, these are at the expense of paying overtime. Employees complain, but as long as the overtime pay of the enterprise is paid in full, employees can get tangible returns. This complaint is only verbal.

However, ensuring that employees have weekends, no overtime work, social security, and basically meet the welfare benefits stipulated by law does not mean that the company is well treated. If the treatment of an enterprise is measured by full marks 100, such an enterprise has only 60 points.

How much salary do you get at the end of the year compared with other enterprises? 13 salary or 14 salary? The possibility of good treatment 17-20 salary, 2-3 public tours every year. Does your company have it?

The conclusion is that the company pays well, but from the perspective of employees, how much money you get every month is the standard to judge whether the treatment is good or not. If the monthly salary meets the requirements, we will consider whether there are weekends and overtime. As for social security, it is the standard for enterprises to operate legally. I won't go if I don't give employees social security and other benefits are no matter how good.

On weekends, it is not a good treatment not to work overtime or pay social security. In general, many companies have this treatment. Your company has no advantage. If a company wants to recruit people, it must have two characteristics: one is that although it works hard, it has a high salary, and the other is that the salary is not high but the work is very idle.

I want to know what your company does. Young people today are different from our generation. They don't want to work hard and can't suffer. They are only willing to do jobs that make more money and are easier.

Like our aquaculture enterprises and your company, it is difficult to recruit people. This job is dirty and tiring, and young people don't want to do it. Although we pay social security for food and shelter, the wages are much lower than those outside, and most migrant workers are unwilling to do it. At present, the employees of our company are composed of old employees who have joined the social security system. They have lived for so many years and will retire in a few years. The second is the new employees recruited from the Northeast. Because the local salary is not as high as our company, and our company has no holidays all year round, overtime is paid.

All bosses feel that they have paid a lot, even worse than their peers, but they still feel that they have paid a lot, but their employees are not satisfied! For example, I used to meet such a boss when I was doing finance in a factory, because every time I checked my salary and showed my boss a payroll, the boss would say that my salary was so high, so I had to find a way to lower it, and then I said such a high salary, but the employees were still dissatisfied, and often said that if the salary was low, I would have to increase it. Can they find such a high salary when they go out I often hear such words! Maybe the boss doesn't know, maybe he knows, but he just doesn't admit that the wages of his peers outside are higher than his own!

So I think what you said about good treatment is just your personal idea, that is, you feel good!

If the treatment is really good, why can't you recruit people? It should be the following reasons.

1: The company is too small, unstable, and employees have no room for development. For job seekers, it is more important to pay attention to whether the job is stable and whether there is room for development. This is why the wages of China enterprises are so much lower than those of the outside world, and there are still so many people who give up their high salaries and go to work in state-owned enterprises with much lower wages! Your company is really well paid, but the company is too small, and job seekers are afraid of closing down one day, so they dare not come!

Although the conditions are good, the requirements are higher! If you pay 5000 yuan according to the standard of recruiting 1 000 people, naturally you can't recruit people. For example, the manager of a chain store must have experience in store management. He graduated from college 265,438+065,438+0.985, but the salary of 6,000 is only about 6,000, which is good, but compared with the requirements, it is not high!

It's not easy to recruit people now. Now it belongs to such an environment. It's hard to find a job and recruit people. For example, our company is a foreign company, and all the conditions are good, but it is still not good to recruit people, let alone recruit the right people. Like my friends, they are saying it's hard to find a job! This phenomenon has existed for a long time, so when necessary, we should prepare some reserve talents instead of a radish. Talent reserve is a company's intangible wealth!

4.HR didn't do well. In fact, the recruitment speed of a company is related to the ability of HR. For example, once I went to a company for an interview, HR looked cold as soon as he entered, feeling that I owed him, which immediately made me lose interest in this company. The image of HR is actually the first impression of job seekers on the company. Secondly, a good HR will try every means to recruit people instead of doing nothing. Even some HR will do what I have experienced.

I know this very well, because I have done recruitment before.

My industry is catering. A subsidiary of a large catering group, the treatment is naturally not bad. A few years ago, every employee would buy social security (which many catering industries would not do). Actually, I only work 15 days a month. Even if the treatment is good, it is still difficult to find a partner. Why?

There are two reasons. First, the industry itself is fiercely competitive and the number of employed people is relatively small. Second, many young people are unwilling to do this industry. Most of them are middle-aged, and there are fewer young people. However, employers have corresponding requirements, and young people in the natural service industry are better used.

Good pay, double breaks, no overtime and social security don't mean attractive. For many employed people, their pursuit is more or less biased, and some industries are not really suitable for them, that is to say, even if they don't get what they want, they won't choose.

This also shows the particularity of the industry.

Moreover, some industries themselves have higher requirements for employment, even if many people have this heart and do not have some conditions, they will be daunting. This is also caused by the deviation of the industry itself. Employers have a high starting point and few talents, and talents have more choices, just like doing business, shopping around. The better the conditions, the easier it is to be selected.

I want to ask the subject, the company you mentioned is well paid, what kind of treatment is it and how much is it.

Can you match the position, because if the salary you say doesn't match the position, others won't get in.

Take a simple example, like the position of software engineer. If your company offers 4000 or 5000, it may be a lot of salary for a salesman, but it doesn't meet the standard of the post of engineer. You know, software engineers are completely different from salesmen or other positions, and their responsibilities and job requirements are very strict.

Therefore, in terms of treatment, it is still troublesome for the subject to elaborate.

On weekends, no overtime work and social security can only be regarded as basic conditions. It still depends on whether there is room for development, nature of work, working environment and other conditions. The most important thing is whether the salary is competitive.

The viewpoint of the green paper on the workplace: it is difficult for companies to recruit people, indicating that the company must have one or more shortcomings. This shortcoming must be the key factor for workers to choose their jobs and affect their choices. When I was in a public institution, a sister came to our unit to do labor dispatch with a monthly salary of only 2000 yuan. Later, I chatted with her and learned that she was a doctor and her major seemed to be chemical engineering. I was surprised, so I asked this girl, doctors should be able to find a good job, why do you want to take 2000 yuan to be a labor dispatcher here?

Elder sister said helplessly that her original salary was more than 8,000 yuan, and the company's welfare benefits were not bad. She has two weekends, no overtime, five insurances and one gold, but only one fatal shortcoming. The company is engaged in painting. Frankly speaking, working long hours is harmful to her health. She didn't go back to work after giving birth and taking maternity leave. It was several years before I came out to look for a job again. Chemical-related companies are also related to research and development, and it is difficult to find jobs that are completely harmless to the body.

I see.

So, sometimes, it may be a certain factor that makes a company less attractive at once. If the salary can't be compensated to a great extent, even the salary itself is not competitive, so it's normal not to recruit people.

Here are some possible reasons for your reference:

To sum up, the company had better sort out the job requirements and the company's own situation. Under the four rewards, there must be brave people. It's true. Most of the shortcomings can be made up by competitive wages. If you want to recruit the right person, you should consider it from the perspective of job seekers and give them a reason to be more willing to come.