The problem of recruiting people for small companies has always existed. What is the reason?

It's normal that there are so many people in the world who can't find someone.

One of the most important reasons is whether it is high or not.

If you want something good, you can't afford it; Poor initiative and disdain. What is really left behind is often not the worst, but the worst mentality. The same is true for corporate recruitment.

Why is it difficult to recruit? Are there really too few capable people?

Come on ... as long as you have money, you're afraid you can't dig it? The point is, there is no money, or I can't bear to give that much money.

Then, if you don't settle for second best, it's not difficult for you. Who is difficult?

1 The internal reasons that affect the recruitment difficulty refer to the factors related to the company and personnel.

When doing recruitment, in addition to the problems of candidates and external platforms, in fact, most of the reasons have to be found from themselves.

There is no rigorous job analysis during recruitment, and there is no professional analysis of qualifications and requirements. Many of them only rely on the personal experience of the boss or supervisor to determine the candidates.

This will inevitably lead to the floating and uncertainty of standards in the recruitment process, which is a phenomenon of unfair treatment of talents. The lack of clear and unified standards is one of the reasons for the poor recruitment effect.

Narrow recruitment channels for enterprises

Many companies rely entirely on online recruitment before recruitment, although online recruitment can face more and more all-round talents;

The people who really use online recruitment are often around 20-35 years old, and those who have a strong desire for job hunting may not be able to find senior talents.

When recruiting HR, we must choose the recruitment channel according to the recruitment target of the enterprise, not to mention hoping to recruit the most suitable talents in the shortest time. Only through continuous research and practice can we really find a suitable recruitment channel for enterprises.

Enterprise management is too centralized.

Some enterprises' internal management is too centralized, the workflow is complex, and the cycle is long, so employees are tied behind their backs, unable to display their talents, and let employees who really have ideas leave disappointed.

After the brain drain, enterprises need to replenish personnel, so they repeatedly recruit people and drain them, forming a vicious circle problem that enterprises can't solve.

Employers in enterprises have a bad reputation.

Some enterprises have a large brain drain and are in a state of recruitment for a long time. No matter who leaves the company or is eliminated in the interview, it may have a negative impact on the enterprise and damage the employer image of the enterprise.

In the long run, it will lead to bad reputation of enterprises in the whole talent market. When recruiting talents again, it is easy for candidates to give up as soon as they hear that the company has a bad reputation and it is difficult for the company to attract suitable talents.

Improper employment by enterprise management

In some enterprises, employees in some departments are particularly easy to lose, which actually shows that the leaders of this department lack management ability, can't see clearly when recruiting people, and can't manage well after coming in, which leads to long-term shortage of people in the department, long-term failure to recruit people, and long-term failure to recruit people, making it difficult for enterprises to recruit people.

Corporate recruiters are not professional enough.

The recruitment department of an enterprise is the first pass for an enterprise to recruit people.

If the professional quality of the personnel in the recruitment department is lacking, the recruitment channels, recruitment processes and selection levels are prone to problems, and it is difficult to attract high-quality talents for enterprises.

HR recruitment is not serious enough and professional enough, which may easily lead to the incompetence of new employees.

Enterprises do not pay enough attention to recruitment cooperation.

At present, there are many talent websites, intermediaries and headhunting networks in the market that can help enterprises to carry out recruitment. Some enterprises don't pay enough attention to the choice of recruiting partners, and the cooperation conditions are harsh, so they can't attract partners with better conditions, or they are not paid attention to by partners and can't mobilize their enthusiasm.

Centralized management is an easy management mode for small enterprises, which basically does not involve streamlined and institutionalized enterprise management, and is managed completely according to the boss's established ideas. Such a management concept lacks organization and a clear division of responsibilities, which also leads to enterprises not being favored by mainstream professionals.

Based on the above reasons, we can see some common disadvantages of small enterprises, but small enterprises can attract more talents as long as they find the problems, change their own ideas and methods, and make enterprises more dynamic and potential.