Risk prevention of recruitment

In the recruitment process, because the recruiter doesn't know the real working ability of job seekers, low-ability job seekers may pretend to be high-ability job seekers to deceive enterprises (such as job seekers forging graduation certificates and letters of recommendation) and exaggerate their abilities to deceive enterprises to sign labor contracts with themselves, which will greatly reduce the effectiveness of recruitment, thus triggering recruitment risks and bringing huge losses to enterprises. In order to avoid risks correctly and realize the effectiveness of recruitment, the main countermeasure to solve recruitment risks is to increase the information symmetry of both parties. Specifically, the following measures can be adopted:

1. Standardize the recruitment process and establish a scientific and effective recruitment system. The quality of recruitment does not depend on your expenses, but on clear job requirements, suitable recruitment methods and standardized recruitment procedures. In order to prevent the phenomenon of camouflage in the recruitment process, recruiters must formulate recruitment processes and procedures, including determining recruitment needs, releasing recruitment information, informing recruitment results, and evaluating recruitment itself.

Recruiters should get more information about job seekers. Recruiters are required to actively collect information about job seekers, including interviews and psychological tests, in order to obtain hidden information of job seekers, such as personality, potential and personality. Recruiters can also verify the authenticity and ability evaluation of job seekers' materials through various channels, such as former employers, graduate schools of job seekers and headhunting companies.

3. Recruiters should adopt different recruitment skills and methods. When evaluating candidates, recruiters can conduct psychological tests, professional skills tests, interviews, scenario simulations, etc. In addition, error correction technology should be adopted to overcome information asymmetry, and the recruitment technology of "trusted information transfer method" should be applied according to the changes and different stages of information development. Of course, it is profitable for recruiters to obtain information, but it also needs to pay a certain cost. The degree to which recruiters should obtain information depends on the balance between the cost and income of the enterprise.