How to improve the success rate of enterprise recruitment

Therefore, Jia Changsong said that to solve the recruitment problem, enterprise HR should broaden its thinking and pay attention to the recruitment radius. Nowadays, the flow of talents is very easy, so enterprises should carefully analyze various recruitment platforms, study regional effects, extend the release time of recruitment advertisements, make more use of new platforms and channels, such as outdoor advertising and electronic media, and even carry out more activities such as school-enterprise cooperation and government-enterprise alliance, so as to expand the influence of enterprises and let more talents know about enterprises and join enterprises. Secondly, in order to improve the success rate of recruitment, enterprises should spread their brand influence through media publicity and word-of-mouth marketing, and improve the success rate of recruitment through brand strength and word-of-mouth influence among talents. In this era of difficult recruitment, many enterprises have tried their best to attract talents and lower their style, such as putting forward the way of rehiring talents. However, in the actual operation process, it is found that this method is only a verbal way of many business leaders, and there are not many companies that really rehire employees. Therefore, Jia Changsong suggested that both enterprises and employees should abandon the concept of "a good horse never returns to the grass" and encourage outstanding employees to return to work in enterprises. In the recruitment process, some enterprise HR pointed out that the reason for the difficulty in recruitment is that the communication between the employing department and the HR department is not in place, either HR ignores the employing needs of the employing department or the employing department pays insufficient attention to HR recruitment. Therefore, in the process of recruiting talents, it often happens that the recruited talents do not meet the needs of the employing department, or the employing department always feels that there are not enough people. In this regard, Jia Changsong said that to solve this problem, the employing department and the human resources department should coordinate and cooperate. As an employing department, if you want to recruit talents suitable for the post requirements of this department, you must spend your energy to participate in the recruitment process, cooperate with the human resources department, give professional advice to human resources and check. The human resources department should not only help the employing department to publish job advertisements and interviews, but also interview candidates according to the model, and choose the talents needed by the employing department by impression and intuition. Instead, we should analyze the professional ability together with the employing department, set up some appropriate methods, such as scenario simulation, comprehensively examine the ability of candidates, and better meet the needs of the employing department. In addition, he also pointed out that in the process of enterprise application, there will always be a game between the employing department and the human resources department, that is, the employing department always feels that there is not enough manpower, while the boss always feels that the labor cost is high. This is also one of the reasons why recruitment is difficult.