Why Changzhou Kaier Water Pump Manufacturing Co., Ltd. has been recruiting people?

Hello, there are mainly the following reasons.

1. Market reason:

For some talents who are in short supply, it is not a question of which enterprise is trying to attract them, but there are so many potential suitable candidates in the market talent resource pool, so no matter how hard you try, the possibility of meeting suitable candidates is still very small.

2. The enterprise's own reasons:

Many times, when the employing department hands over the recruitment demand to the human resources department, the recruiter will take action immediately and carry out the follow-up steps such as advertising, search and interview. After a period of time, the suitable person is still not recruited, so the performance of the recruitment department is definitely not good. If we analyze it carefully, do recruiters really answer the following questions clearly before taking action:

-Why does the company want this position?

-What are the positions parallel to and related to this position?

-Why external recruitment instead of internal transfer or promotion?

-Is the position clearly defined by the department where the position belongs?

-Is the boss's real requirements for the position exactly as described in the recruitment demand form?

-Apart from skills, what is the style of the department where the position is located, and what are the personality requirements for the candidates?

-What is the current position of this position in the department or enterprise structure?

-What is the development space of this position?

-What are the challenges of this position?

-What is the company's expectation of the target state that the candidate for this position hopes to achieve? 3. Reasons of the applicant:

For many applicants, there are actually many problems. Not many people can really be fully prepared before coming for an interview. What I'm talking about here is not the interview skills taught in many interview training courses. Interview skills are important, but it is more important to really understand your own needs, especially for candidates in middle and senior positions. In addition to judging whether the other person's experience and ability are suitable for a certain position, it is more important for the interviewer to understand other issues related to the applicant, because these issues determine whether the applicant can really enter the company and work for a long time. So what kind of problems are they?

-What is the applicant's idea of career in his past work experience? Including the reasons for changing jobs.

-Do you have any specific career goals? Why such a goal? What exactly do you want?

-What do candidates value in their new position? Is it consistent with what the enterprise can give?

-What is the candidate willing to pay or confident to do well? Is it consistent with the expectations of the enterprise?

-How well does the candidate's personality and work style match the department and enterprise?

-What is the candidate's family situation? What do the family think of his career?

-What's his favorite team and boss?