What are the requirements for enterprise recruiters?

However, young people are different now. First, because their family has a good economic foundation, and second, because of their high academic qualifications, their employees are highly mobile. As enterprises, what they need is relative stability. The sudden departure of every employee will bring certain economic losses to the enterprise, so the boss must take measures to prevent the brain drain in order to minimize the losses of the enterprise.

However, with the rapid development of China's economy, the number of enterprises is increasing and the number of talents is decreasing, so there will be a shortage of talents in enterprises. When every enterprise is competing for talents, some enterprises with a large number of employees have to choose recruiters to engage in recruitment, which is the main reason for the emergence of recruiters.

Because there are only two ways to solve the talent problem: one is to retain old employees, and the other is to recruit new employees. Recruiting and retention are complementary. Enterprises recruit the right people, and the probability of retention is high. If the enterprise makes a mistake, the probability of retaining people is low. Therefore, if enterprises want to retain talents, they have to start from recruitment. For the seriousness of brain drain now, the boss has to arrange a recruiter to do it. However, how easy is it for enterprises to do a good job in recruitment? Because as a recruiter, he is only the coordinator of enterprises and talents. Internally, he can't decide the treatment of enterprises, externally, he can't decide the demand for talents. When the requirements of enterprises and talents are not equal, what should he do and who should the recruiter help? Speak for the boss, the employees don't come in, speak for the employees, and the boss doesn't agree. If the two sides fall out, then his recruitment will fail. So this is a severe challenge for modern recruiters.

Because in today's two-way talent market environment, you can't be partial to the boss or employees, and both of them are satisfied, so you really need recruitment skills and communication skills.

So, as a recruiter, what abilities must you have to be competent for this job? In addition to the recruiter's understanding of market recruitment channels and recruitment information, you also need to have a special talent, that is, the ability to distinguish people. If an enterprise wants to put the right person in the right position, then you must understand people's interests, personalities and needs. Some people like challenging jobs, and they want to do sales.

Some people like to do stable jobs, and they want to enter the factory. Some people like to do easy work, others like to do free work, and so on. Different ages, different families and different personalities all have different job hunting needs. Pay attention to salary after 70, career after 80 and entertainment after 90. The post-70s seek stability, the post-80s seek challenges, the post-90s seek freedom, and so on. If a recruiter doesn't know how to communicate, the job seeker won't tell you his inner needs.

In addition, as a recruiter, besides external communication, internal communication is also your biggest challenge. Because successful enterprises have formed their inertial thinking, enterprises are the boss and employees are the youngest; Enterprises are recruiting people, and employees are asking for people; Enterprises are superiors and employees are subordinates, so in today's era of talent shortage, some bosses still can't let go of their face when they are asked to accommodate their employees.