How to do a good job in recruitment

How to do a good job in recruitment What are the main reasons for the difficulty in recruitment?

The main reason for the difficulty in recruiting workers is to improve key problems and improve the success rate of recruiting workers.

① Error 1: No accurate job description was created.

Can JD recruit the expected candidates for the employing department through your recruitment? Many recruiting colleagues never communicate with the employing department about what abilities and qualities this position requires. In order to save worry, they directly copy the job descriptions of their peer companies, but direct copying is often irrelevant. Obviously, the company doesn't have an R&D team, but it needs R&D experience in JD.COM, and its core work content is wrong. How can we find the person we want?

If you really can't write, then you can let the person in charge see if your JD needs to be suitable or interview the employment department to find out. JD is best drafted by the employing department, and you polish it.

② Misunderstanding 2: Blind pursuit of first-class talents and neglect of rational allocation.

I often meet the boss of the Employment Department and say that his team wants to recruit 985/2 1 1 talents, and some of them have to go back to China. Many times, they just need a little assistant who does things in a down-to-earth way. Can such a person do odd jobs in an ordinary company? Can it be stable? Recruiting colleagues sometimes ask one more question: Why do you need such talents? Can the cultural soil of your company cultivate such seeds? Otherwise, draw water with a sieve.

③ Mistake 3: Pay attention to talents, just pay lip service.

Many companies say that they attach great importance to talents, but when it comes to welfare benefits, they stumble, and special talents have no special treatment. We don't compare with big manufacturers, but we must be normal and sincere. Some companies even require five insurances and one gold before buying, and their wages are even suppressed. Even after doing so, job seekers can't see clear hopes or clear confidence, and their willingness to join the job will be seriously reduced.

④ Mistake 4: Hasty recruitment

When you are in a hurry to recruit people, then the problem comes. You paid a lot of money to recruit an unsuitable person and trained them hard, only to find that she was not qualified for the job at all. This experience should be experienced by many people.

For example, the brand department needs to recruit a visual designer, because there is an urgent need for personnel. After reading the interview work and having a brief chat, I think it's ok and I don't need to do the questions. Later, I found out that this person had no idea about the skills we needed. What is the cost of recruitment, training and communication? Solution: If the project is urgent, it is better to find an outsourcing first, and then slowly find the right person.

Mistake 5: The interviewer will not interview.

On the one hand, it's usually HR, but some people lack professional skills, talk to candidates for a long time without purpose, and don't make any changes to sensitive issues. Some HR even have a pair of "ice" and have no affinity at all, which makes the candidates have no good feelings; When there are two sides, some new supervisors will not interview, can't grasp the key issues, talk for an hour or two, don't know whether they are suitable or not, and can't tell whether the performance said by the candidates is true or not, which will easily lead to entering the "water army" with general qualifications.

6. Mistake 6: Reject people with high qualifications.

Portrait of talents is not a matter of strictly grasping some conditions. When you see a candidate with high qualifications or high salary, you refuse without thinking. Sometimes the team may need such a person, and you are worried that her instability or academic experience may be just a trivial matter. After all, an experienced and highly skilled person can help you develop your team. Sometimes HR needs to be flexible about what kind of people the team really needs.

7. Mistake 7: Waiting for the perfect candidate.

I often see a mountain of resumes on HR desk, but there is still no radish into the pit. As soon as I asked, I knew there were several alternatives. I just want to wait and see if there is a better and more perfect candidate, but I have lost sesame seeds and watermelon. At this time, I will go back to my post to analyze these resumes, find the person with the highest matching degree, arrange employment first, and then consider planB B B.

8 Myth 8: There is no long-term employment plan.

Enterprises lack strategic vision and long-term interests in talent training, which leads to unreasonable allocation of human resources in enterprises. When the enterprise develops to a certain stage, it is in urgent need of a large number of talents to supplement the development process of the enterprise, and there is no follow-up talent reserve force, so it begins to recruit people in a hurry.

HR often falls into a strange circle: when there is demand, you can find inappropriate people, but when there is no demand, you can see the right people. However, it takes some time for employees who are hastily recruited to adapt to new jobs, and enterprises can't make a breakthrough in performance from new employees in the short term, which greatly affects the realization of economic interests and development goals of enterprises.