Why can't HR recruit people?

It's the peak of recruitment recently. Hrs are busy every day and have a headache. Recruitment is the most difficult part of the six modules of human resources. They can't recruit people and are accused of inefficiency and incompetence. So, is it really the pot of our personnel department?

Today, Bian Xiao takes you to analyze some fundamental problems that can't recruit people.

0 1 Invited interview is unprofessional.

At present, most enterprises will call before inviting candidates for an interview, and then send an email or text message to invite them for an interview, but why are so few people coming at last? When the recruiter complained that the candidate stood him up, did he ever think about the reason? In fact, telephone interview is also a science, which determines whether the candidate chooses to interview or ignore it directly after hanging up the phone. When you call the applicant, if you directly start with "Hello, I'm from XX company, and you submitted the position in XX company, now we invite you to the company for an interview, and I sent you the interview time and address", then I can say for sure that few people come for an interview at last. Because you feel unprofessional, I suggest the following: 1. Briefly introduce the industry, scale, location and welfare of the company; 2. Introduce the job content of the candidate's application systematically; 3. Ask the candidate's expected salary. Finally, leave the time for the candidates. If the other party has nothing to know, then you can come to the company for an interview. This whole process will give people a feeling of being respected and valued, at least it will greatly improve the interview rate.

The recruitment channel is too narrow.

The recruitment channel is a very simple matter, but many people only need to advertise or find a headhunting company to understand the recruitment channel. Actually, this is not right. The recruitment channel is to understand the company's business model and talent demand, and then understand where the company needs talents, what it needs to do, and what methods and strategies to attract talents to join.

In fact, when employees join the company, we should make corresponding callbacks, so as to better understand the real resumes and real needs of employees.

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Do not understand the company's business, do not understand the company's development status.

As an HR person, you must be very familiar with the company's products and business model, and even be able to give a detailed presentation and comb to the company's business personnel. Otherwise, you can only say that you are not suitable for the HR industry. If recruiters want to recruit suitable talents, they should often attend the activities and meetings of business departments and give them their own business strategy suggestions. But in practice, many companies just don't let recruiters participate in company activities, meetings, etc.

04 low wages and high requirements

This problem is the primary concern of most job seekers. Our company is a game development company. If the art department of our industry asks candidates to spend 500 yuan to do 5,000 special effects, it is fantastic. Everyone is out looking for jobs to make a living. If the salary given by the company is not as good as the market average salary of the prefecture-level city where the company is located, then the competitiveness of the position can be imagined. Therefore, when we complain that our personnel can't recruit people, otherwise, we won't carry this pot.

Finally, remind HR that many times people can't be recruited. Maybe your recruitment channels are too narrow. If you want to get in touch with the target candidates, you must learn to use various targets to communicate with friends and recommend them with the help of people around you. By the way, HR recruitment is like a duck to water!