What should HR do if the employing department urges important people?

What should HR do if the employing department urges important people?

What should HR do if the employing department urges important people? HR is a very important position in the enterprise, and it is also responsible for the personnel work of various departments. Therefore, HR should recruit people when the department needs to hire people. Let's share what HR should do when the employing department urges important people.

What should HR do if the employing department urges important people? 1 Take out data to prove the work results.

How many resumes I received every day, how many phone calls I made, how many people I made an appointment with, why I didn't make an appointment, and the records of the interview process ... all made into tables, which can not only visually prove the work results, but also leave a way out for myself. Whether it is the employing department or the leaders, they generally only pay attention to the results and don't care about the process. Once investigated, HR will come up with substantial data to convince the other party.

Actively communicate with the employing department.

For the off-season of recruitment in May, it is really a headache: fresh graduates are busy defending their graduation thesis, and the public work is basically confirmed, but the recruitment can't stop, because the employing department has been calling people ... What HR should do at this time is to actively communicate with the employing department, feedback the objective difficulties existing in the recruitment work, and show that he has been trying to find candidates by explaining the actual situation. As long as your work is done with your heart, the other person will understand.

Invite the employing department to participate in the recruitment.

Recruiting people is not only the job of HR, but the employing department, as the final appointee of employees, should also participate in the recruitment and interview process to comprehensively examine whether the quality of candidates meets the job requirements, so as to reduce HR satisfaction, complaints from the employing department and waste each other's time. HR may wish to invite the employing department to participate in the recruitment, let the employing department know the difficulties and difficulties in the recruitment work, and participate in the interview and selection process with the other party to effectively improve the recruitment efficiency.

Promote the recruitment progress.

The most important thing is that HR should find out the root cause of failing to recruit people, which is the company's reputation, salary, personnel quality or development space, so as to better promote the progress of recruitment. If objective factors are difficult to change, what HR can do is to expand recruitment channels, adopt more efficient recruitment methods such as internal recommendation and online recruitment, and also set up stalls in the talent market or job fairs, conduct various publicity, collect resumes, and increase the probability of obtaining suitable "radish"; In addition, it is also essential to pay attention to attitude and tone and master the corresponding words when making telephone invitations.

What should HR do if the employing department urges important people? What should HR do if employees always leave their jobs?

First, who should stay?

With so many people leaving their jobs every day, HR should keep the right people. Strong working ability, getting along well with colleagues, is the backbone of the company, and HR will try its best to keep them.

Perhaps these people will leave because of some internal management problems, individual leadership practices, unfair treatment or employee relations, then HR can prescribe the right medicine, improve the employment situation or increase the cost appropriately.

Second, who can stay?

(1) The reason for leaving is so weird.

"There are too few beautiful girls in the company", "The work content is too boring", "The world is so big, I want to see it" and so on. The reason for leaving is either that the employee is determined to leave, or that he wants to try to raise the price without increasing the quantity. HR can't stay or stay well enough. At this time, HR can stay.

(2) The contribution of employees itself is not great.

HR can integrate employees' work gains and losses, employees' contributions, employees' working ability and communication with the employing department, and find that employees' costs are too high to offset the benefits created for the company, and they may be dissatisfied after improvement. At this time, HR can choose not to stay.

(3) Employees have bad relations with other departments and employees.

Some employees are like "thorns", always provoking the relationship between departments and not getting along well with employees in the same department. They always talk behind their backs, so that employees can stay.

3. What are the reasons for leaving?

There are many reasons for leaving the company, but once the company's turnover rate is high, HR will find the main one.

The reason for leaving is either money or heart. I'm tired of hearing this sentence, but it does sum up most of the reasons. Did you not give enough money? Don't employers and companies give enough love? HR should reflect on these two reasons.

Fourth, strictly control the age ratio of the company.

As an employer, employees with a single age structure should not be used in any position, that is to say, there should be employees in the company, whether they are post-70 s, post-80 s or post-90 s, instead of just hoping to inject fresh post-90 s blood and eliminate the well-informed post-70 s and post-80 s in the market. Don't have the idea that the post-70 s and post-80 s are experienced and unwilling to keep young people after 90 s.

According to the age proportion of the company, doing a good job of retaining people can actually create a more sound working environment for the company.