Is information asymmetry the biggest problem in recruitment?

What HR friends who are recruiting in enterprises want most is, of course, when there is a demand for talents, a large wave of (don't get me wrong) high-energy talents will be delivered to their doors. Next, what HR needs to do is to select, interview and apply. . . . . .

(Knock on the blackboard! )

Ahem, little friends, you think too much. . . . . .

It is difficult to recruit workers, which has become an industry problem. What is the most difficult thing to hire an HR to do manpower? I believe most of the answers are difficult to find.

There are indeed companies that can reach the above recruitment level, because they regard recruitment as a corporate reputation. When your company is famous and recognized for its great culture, job seekers will come to you on their own initiative.

"Employees said," Enterprises add points to their self-attraction and hire professional and culturally compatible talents.

In the IT era, information asymmetry has been greatly eliminated. Without a few brushes, cheating alone is definitely not enough. Therefore, our "employee talk" function is particularly important. Enterprise recruitment, more represents a company's style, culture, and even represents the views on talents. How to present the real face of the company, so as to attract the attention of job seekers and improve the success rate of recruitment is one of the tasks that our HR partners need to pay attention to: enterprises can learn about job seekers through resumes, but it is difficult for job seekers to understand their internal culture such as corporate humanities except product projects, which is what job seekers value.

For the company, the real corporate culture is not just an eulogy, but a valuable corporate culture by infiltrating the intangible into the tangible. The pictures and texts uploaded by employees in "Huiqi" can better represent a company's values and behaviors, and are recognized by all employees, so that employees can upload their corporate image and working atmosphere from their own perspectives and kill the sense of distance brought by exquisite official website in minutes.

Now, what HR partners need to do is to trigger "employee talk" with one click and push it to job seekers who meet the job requirements, thus reducing the difficulty of interview invitation in recruitment. Through the employee's statement, job seekers can quickly understand what the enterprise looks like in the eyes of employees, and solve the problem that job seekers fully understand the real enterprise needs.

"Job-hopping warning" only belongs to the "secret report" of HR staff management.

As a "new trend" in the workplace, "being unemployed and actively looking for a job every day, being employed and actively looking for a new job or considering changing jobs on the job" is the last thing HR wants to see, but it is faced every day.

Take the sales post of the company as an example. A salesperson who has been employed for more than three months leaves his job, facing the internship training of new employees for more than six months, and the generation of work value is still unknown. (Expenditure of training cost is not calculated. )

Therefore, when employees have potential job-hopping intention, "job-hopping early warning" can push the query message of employees' job-hunting company to the company background in time, and grasp the employee's resignation intention and job-hunting dynamics in time and effectively. What beneficial enterprises can do is to let HR use "post warning" to help the company manage the flow of on-the-job employees, prevent personnel changes one to three months in advance and save economic expenses for the company.

In the final analysis, one of the many factors that employees choose to leave their jobs is the fact that they have been ignored since they got the job. In order to retain employees, what enterprises need to do is to give employees the opportunity to grow up and a platform to show and feel the value brought by their differences.

HR friends, whether you use it or not, two good functions are just around the corner, no matter how far or near, but don't give up.