What are the factors that affect human resource recruitment?

Small and medium-sized enterprises are often affected by the following factors in the recruitment process because of their small scale and low level of industry development, and it is difficult to recruit suitable talents.

1. Low quality of recruiters: The initial impression of candidates on the company usually comes from recruiters. The quality of recruiters directly affects the recruitment effect. The recruiter doesn't respect the job seekers enough and despises the candidates. Recruiters consider whether candidates pose a threat to their positions, which is often a tragedy for candidates with obviously higher conditions than recruiters.

2. Blindly raise recruitment standards: the phenomenon of high threshold is widespread. Some small and medium-sized enterprises regard high recruitment conditions as a means to improve their identity and beautify their corporate image. Some enterprises blindly follow the trend and think that using senior talents to do low-level jobs can improve work efficiency. Because the principle of matching people with posts cannot be embodied, the psychological gap between employees in actual work is large and the work efficiency is not high.

3. Employers lack a realistic attitude towards recruitment: In today's society with fierce competition for talents, SMEs are obviously in a weak position. However, some small and medium-sized enterprises do not attract talents by publicizing their own advantages, but by conveying false information, deliberately exaggerating their own development strategies and personal development prospects to trick candidates, and even making various promises that cannot be fulfilled to attract candidates to work.

Extended data:

Matters needing attention in recruitment of personnel department:

1, observe the changes of the other person's body manner and expression, whether it is natural, kind and unpretentious.

2. Whether oral expression is fluent. Whether the answers to general questions are reasonable.

3. Whether the eye contact with the interviewer is moderate and not stage fright, the eye contact is the window of a person's soul, and the eye contact can reveal the true attitude and thinking.

4. Whether the facts are sincere and can be expressed objectively through rational and perceptual methods.

5. Whether to calmly answer special questions, such as emergencies or the handling of emergencies.

6. Can you cite specific examples from the past experience for the requirements of the enterprise, instead of blindly guaranteeing or promising that it will be done and fully cooperating, and finally visiting with specific behaviors or events to fully grasp the attitude, skills and adaptability of the applicant?

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