Five things make HR miss outstanding candidates.

The most expensive asset in your business may be your employees. Your work depends on the spiritual resources of these people to some extent, so you hope you can get the best talents, right? But if you are not careful, your recruitment policy may inadvertently drive away the best candidates. Here are five things that excellent candidates hate most.

1, cumbersome online application procedures.

How long does it take people to apply for a job in your company? Thirty minutes? An hour? Or does the network suddenly crash when it's almost finished and prompt you to try again later? We all like data. Data is a good thing, but many methods of collecting data through online job applications are painful, invasive and unnecessary. To some extent, those applicants who don't have to do this will feel bored and even give up.

Who is the least eager for a new job? People who are already in a favorable position. But they are often the people you want to hire most.

You show me everything about you, but I won't tell you my situation.

No candidate wants to go through a complicated interview process, only to find that his expected $50,000 is beyond your company's budget. In fact, the two sides of the recruitment did not have an honest discussion at first to frankly express their thoughts. On the contrary, many recruiters just ask candidates to provide complete salary information.

In fact, what you have to do is to work out the appropriate salary level according to this job, not according to the employee's previous salary. I understand that your best candidate is unlikely to leave your present job for less salary, but do you really know everything? You will never know. So, instead of searching their information, try to provide them with some of your ideas. To be honest, we haven't decided the exact salary of this position yet. This will depend on the skills of the applicant, but we are considering setting the appropriate amount between 75,000 and 95,000 US dollars. "

I know that when you say this, you may see panic on the recruiter's face. "If we say so, everyone will expect it to be $95,000!" No, they won't. They wouldn't be so unwise.

3. Silence.

If the candidate only submits one resume, then you are not obliged to do anything except automatically reply, "We have received your resume. Don't contact us again, we will contact you. " Although you should have expressed it better.

And once you invite someone for an interview, silence is rude, socially unpopular and inappropriate. If your recruiter does this, you can fire him. God knows I understand that many things will happen in the recruitment process, such as the change of priority, the reduction of budget and the replacement of internal candidates. But anyway, once someone takes the time to come to your office, you owe them a response.

Remember, if an applicant is not completely suitable for today's interview, he may be very suitable for tomorrow's recruitment position. If you don't respond, then you may lose this candidate forever.

4. Meaningless job description.

"A dynamic, spontaneous and independent individual can communicate effectively and provide ideological leadership." Sound familiar? But it makes no sense. I mean, to be honest, what job description would require "boring people, doing nothing, communication difficulties, personal micromanagement"? If not, then the first job description is meaningless.

Focus on what people in this position actually want to do, and don't worry about skills they don't really need. If someone's job is to sit in a cubicle and make TPS reports, then he doesn't need to be an active thought leader, so he doesn't have to ask for these. When you write down each job description, sit down and make a list of tasks you want the applicant to complete in a week. You provide this information, and your candidate will conduct self-examination accordingly.

5. Pay too much attention to the perfect candidate.

We all want to be perfect, but the beautiful picture you build in your mind is unlikely to really exist in reality. So don't abandon those excellent candidates and pursue the one you think is the most perfect. Some things can be taught slowly and some things are unnecessary. I have seen people successfully pass four or more rounds of interviews, but they were still rejected, and the position had to be re-recruited. At the same time, it will not only make excellent candidates flinch from you, just like avoiding the plague, but also make you spend a lot of money trying to find the best candidate, but always leave that position vacant. Yes, looking for excellence, but not perfection.