What if you can't recruit people?

What if you can't recruit people for a long time? Basil network has been deeply involved in the field of architectural headhunting for more than ten years, and most of the contacts are HR, and the most common problem is that it can't recruit people. Being a headhunter is to help them solve this problem.

First, let's take a look. Why can't you recruit people?

You don't invest enough in talents.

First of all, our wages and benefits are not competitive, which is lower than the industry average.

Then we didn't make full preparations, and there was a "three noes" job advertisement. First, the company was not introduced in the recruitment. Second, there is no detailed job description. Third, there is no plan for the career development of personnel.

These inadequate preparations have virtually increased the barriers for talents to enter.

You don't want to train people

We all want to recruit experienced people, and we expect immediate rewards, but this is often just our illusion. Talents need to be selected and cultivated at the same time.

Business owners often hesitate in this matter, because you think that the cost of training talents is high, and you are afraid that the trained talents will not be retained, that you have no time to train talents, and that the effect of talent training is not ideal.

But you have no other choice, and the cultivation of talents is an obstacle that you can never avoid.

There is nothing once and for all in the world. Talent is a group that takes a fancy to emotion and knows how to be grateful. You should constantly recruit, cultivate, motivate and evaluate the construction of the whole sales team.

Your threshold is too high.

Employers in enterprises often have unrealistic illusions about the recruitment requirements of talents.

There is no such person as a foreign trade salesman who puts forward harsh conditions for the selection of candidates and requires affinity, seriousness, diligence, persistence, team spirit, learning ability, analytical ability and carefulness.

In addition, some of the mentioned conditions are contradictory. How can you ask a person to be flexible, cheerful and principled? We must be innovative, steady and pragmatic.

Now look back at the excellent sales talents in your enterprise. Their academic qualifications are really not high, and they don't even have resumes.

But their success comes from one or two of their personality characteristics, which can support the long-term development of their performances.

Your recruitment requirements are the same.

53% employers blindly use unchangeable recruitment requirements regardless of the age of job seekers. As a result, it is conceivable that the "audience" will not buy it!

If a beauty company wants to find an experienced professional beauty instructor, then a qualified beauty director must consider the work more comprehensively than the fresh graduates.

You don't have a clear understanding of the enterprise life cycle.

At different stages of the enterprise life cycle, our selection criteria for talents are completely different.

In the early stage of starting a business, people with dreams and passions are needed;

During the period of stable development of enterprises, people who need to strictly implement the company system and have executive power;

In the company's transition period, people with courage and strategic thinking are needed.

Talent is not the better, but the more suitable. Don't trust and rely on social "excellent talents" easily. They may have high background, large platform and rich experience, but they may not be suitable for your enterprise.

The person you are looking for is not necessarily the best, but it must be the most suitable! Enterprises should have different standards for the use of talents at different stages.

You haven't mastered the real method of "knowing talents"

Our recruitment techniques are not professional at all. We recruit people by feeling and "social standards".

It can be said that the excellent talents in your enterprise are brought in by your luck, and the unsuitable people who have destructive power inside are also brought in by your luck.

12 people are unskilled and lack scientific and effective standards. Three of them are destructive, two are to cultivate observation, and five are chicken ribs, which are tasteless to eat and a pity to discard.

The whole recruitment is a state of personal feeling, but often this personal feeling is unreliable without technical support.

You don't have a perfect "talent pool"

62% of employers have not established a "talent pool" for their companies. As we all know, you can contact these people at any time when there is a vacancy in the company.

Vacancies in some highly mobile positions will affect the team's work efficiency and morale. Many large enterprises have long warned about this and usually make preparations in advance.

Companies that don't realize this problem can only spend their energy on frequent recruitment.

You only talk about work, not salary.

In our survey, we found that 46% of employers did not mention salary in their job requirements, and some companies even thought that if the candidate "exposed" his expected salary before the interview, he would not succeed in applying.

What's more, employers don't want the salary issue to trigger an office fight.

However, salary transparency is actually a big advantage for employers to recruit successfully!

When job seekers see the salary range in the recruitment requirements, they are not only very likely to apply, but also feel that this employer is honest enough and really wants to communicate with themselves.

You don't consider the supply and demand of the job market when recruiting.

83% of employers will not use data intelligence to understand the supply and demand of the local job market when recruiting. Doing this is like a salesman standing in front of an empty house waiting for someone to open the door for him, too young and too simple!

Especially those companies located outside the metropolitan area, we should not be silly to think that as long as the job advertisements are sent out, there will be enough job seekers coming to our door.

Personnel directors should visit other big cities when recruiting. In order to attract more people to come to your company, it is also necessary to raise wages and strengthen welfare.

You don't know how to keep employees.

More than 37% of HR managers said that their companies did not take any measures to avoid employee turnover.

It is obviously important to retain employees, but what does this have to do with talent recruitment?

First, reducing the staff turnover rate will reduce the burden on recruiters and make them have the energy to do what they do best: communicate effectively with job seekers and reach an agreement, instead of worrying about the constantly emerging vacant positions.

Second, the company's efforts to retain employees will greatly increase the happiness of the whole team and will be more United. People are sometimes willing to work hard for companies that treat their employees sincerely. Usually, this is more important than salary and title.

Knowing the main reasons for not recruiting people, we can make targeted improvements and improvements. Of course, if the position you want to recruit is management, you can choose to cooperate with headhunters. I hope the answer of basil net can help you.