Why can't HR recruit people?

For enterprises, whether HR can recruit talents is a test for enterprises, because they are the gatekeepers of enterprise talent flow. From the perspective of talents, HR is an angel who gives them opportunities, but sometimes it is also a "devil".

Some people say that it is a wonderful thing to be an HR recruiter. Don't bother to recruit people. In the office, you can wait for job seekers to come and apply voluntarily, and HR can choose from them. Now, I'm afraid HR can't sit still in the office It has to go to major human resources markets to recruit people, sit in front of a recruitment booth less than two square meters, and use fast workplace skills.

1: HR with a murderous face

Many HR have a tiger spirit and are not angry and arrogant; But this is an obstacle to on-site recruitment. I once met a male HR in his forties in the human resources market. He has a pair of tiger eyes like two bells, sits up straight and looks at past job seekers seriously. Although his company is very profitable, few people care. In this way, he came several times and couldn't recruit anyone, so he had to sigh. Once, he brought a little girl, who seemed to be her assistant. The little girl belongs to the kind of person who looks very good. Many job seekers just want to consult and communicate with her, rather than communicate with the murderous male supervisor. At this time, there was a queue in front of the little girl. The male supervisor looked helpless and simply went to the door to smoke.

2. indifferent HR

HR is recruiting people to the human resources market. We often see some HR ones. They always take their laptops with them when recruiting people. Facing the job seekers, they looked at the computer without looking up. Job seekers ask questions and answer questions. I don't know if they are really busy at work or really chatting online. There are also HR who take the magazine or newspaper of the day with them every time they recruit, and answer the questions of job seekers while reading the magazine or newspaper, looking indifferent and indifferent. In this case, job seekers often turn their heads and leave. What they feel from HR's behavior and attitude is that this company either often works overtime or is not human.

3. HR of "fooling people"

Once, when I was interviewing a job seeker at a job fair, I suddenly saw a job seeker standing in front of my job desk muttering. After talking to the previous job seeker, I sat him down and asked him curiously what he had just said. The job seeker pointed to the recruitment booth diagonally opposite and said, "That HR is an' old face'". I asked him what happened to Old Face. He said that "old face" HR often can't recruit people, because they often "fool" job seekers. Employees who are so "fooled" will leave when they wake up, and HR will of course come out to recruit people. Therefore, most of these "old face" HR are not credible, and he has been "fooled" by that HR, and the job seekers' words are immediately understood, because his analysis is correct. As an HR, I still need to do less work of "fooling people".

4. Avoid talking about human resources of welfare benefits.

It is often found that some recruitment booths are bustling and crowded, and HR is too busy. The resumes of job seekers are piled high on the desktop. It was not until HR shouted "full, full" that those job seekers reluctantly dispersed. What attracts so many job seekers? It turns out that the recruitment notice lists the salary, welfare, vacation, travel, training and other issues that job seekers are most concerned about. Suddenly, it dawned on me that the "attraction" of enterprises in the human resources market does not depend on whether HR is beautiful or articulate, but more on whether the "hard welfare" and "soft welfare" of enterprises are attractive. Those HR who only write "negotiable" on the recruitment notice are mostly lacking in confidence.

There are many kinds of HR that can't recruit people, but the above four are the most common.