Problems and improvement methods in modern enterprise recruitment

Problems and improvement methods in modern enterprise recruitment

Every time a new employee is added, the cost of the enterprise will increase, and mistakes in recruitment often cause the enterprise to bear the loss of talent. risks brought by such. Therefore, companies must be more careful when recruiting to avoid the following misunderstandings:

1. There are fewer and fewer excellent candidates. In the past, many companies had a similar "lifetime" employment concept. Now, this concept has changed. Companies are becoming less and less loyal to their employees, cutting labor costs through layoffs and reorganizations; employees' loyalty to companies is also decreasing day by day, and they frequently change jobs. Even if they try their best to recruit excellent employees, there is no guarantee that they will continue to work. Go ahead. Therefore, if companies want to recruit excellent employees, it is crucial to diversify recruitment channels.

2. Impressed by the resume. Some candidates have very good resumes, are well prepared during the interview, and answer questions very well, but sometimes they may be fake. Recruiters can roughly understand the applicant's situation through the resume and initially judge whether an interview is needed. However, they should try to avoid making in-depth evaluations of the applicant through the resume, nor should the resume have an impact on the interview.

3. Be confused by the halo effect. When recruiting, recruiters may attribute advantages such as intelligence and ability to the applicant due to his excellent appearance or certain outstanding performances. In order to avoid the adverse consequences of the "halo effect", it is necessary to ask the applicant for some reports he has prepared or recent work certification materials as an objective basis for assessing ability.

4. The higher the recruitment conditions, the better. Some senior people in the talent market pointed out that many companies now have a disconnect between employment requirements and job requirements, requiring applicants to have 3 to 5 years of work experience, be under 35 years old, and have a master's or doctoral degree. This shuts out college graduates with no work experience and misses out on those young and middle-aged backbones. Using high-tech talents to fill low-skilled positions not only fails to retain talents, but also causes a huge waste of talents.

5. Different interviewers have different conclusions about the same candidate. If the interview does not have a clear structure and clear judgment criteria, the interviewer will ask different questions to different candidates and use different criteria to evaluate candidates for the same position.

6. Recruiting is about asking questions and making judgments. Many human resource managers do not know how to design and conduct reasonable recruitment work, thinking that recruitment is simply asking questions and making judgments. In fact, the reasonable combination of multiple selection methods is crucial to ensuring the quality of recruitment work.

7. Interviews are all about small talk. If the interviewer does not follow job-focused interview questions, he will waste a lot of time in small talk. Interviewers who rely on small talk to conduct interviews are judged on whether they communicate well with the candidate.

8. Online recruitment is a supplement to traditional recruitment. With the rapid development of the Internet, companies that ignore the advantages of Internet recruitment may fall behind their competitors in the talent war.

9. Recruit only when necessary. Companies often act on a temporary basis and rush to recruit when a crisis occurs. It is easy to lower standards or ignore the negative factors of applicants. Recruitment of an enterprise should be a continuous process. When there is no recruitment demand, it should still recruit talents that the enterprise may need and store them in the reserve list to improve the enterprise's talent reserve.

Different companies have different employment philosophies and judgment standards. No matter what channels, processes and selection criteria are chosen, the key is that the strategies and standards must actually meet the needs of the company to ensure high-quality recruitment work. To develop in order to find the talents that best suit the needs of the enterprise for the development of the enterprise, and to make the best use of talents. Organically combine employees' personal goals with corporate strategic goals to stimulate more potential of employees and promote corporate development.