The current situation of recruitment and how to solve existing problems?

Problems existing in recruitment and countermeasures to solve them:

1. The job description of the recruitment specialist is vague, there is no professional training before taking up the job, and there is a lack of professional knowledge?

In the job description formulated by the company, the qualifications and job responsibilities of the recruitment specialist are vaguely described, resulting in the inability to recruit and select suitable recruiters based on the corresponding conditions. In the company's regular recruitment process, the company's recruiters are the first to come into contact with the applicants. In a sense, the recruiters are the windows of the company, and their words and deeds represent the image of the company. At present, the recruiters of the company's administrative department only receive simple training before taking up their posts. The training content is simple, the method is monotonous, and the class hours are short, so they have little understanding of the company's situation. In addition, the communication skills and etiquette necessary for effective recruitment were not trained, and they were rushed to work directly. Therefore, applicants will infer and evaluate the enterprise organization based on the performance, impression, and quality of the staff recruited during recruitment, and then decide whether to choose it, which affects the quality of enterprise recruitment.

2. Recruitment is not carried out in accordance with the recruitment process, and the "Personnel Requirements Application Form" formulated has incomplete information

Although the company has formulated a corresponding recruitment system, it has not implemented it in the actual operation process. Strictly follow the system. For example, it often happens that the head of the employing department does not ask the administrative department to fill out the "Personnel Requirements Application Form", and then transfers it to the administrative department for summary after level-by-level approval, and then the administrative department decides whether to recruit based on the staffing situation. Instead, they directly called the administrative department and asked how many employees should be added and within what time they should be recruited. They also added that if the recruitment was not done, it would have an unpredictable impact on the company's production. It was arbitrary. It is very strong and can easily influence the recruitment specialist's ideas and make recruitment without following the company's recruitment process.

3. Do you not pay enough attention to the candidates and give them a poor first impression?

In the recruitment process, the company has the most basic common sense of courtesy, but it lacks that Inner and true respect, or the sense of superiority of recruiters and hiring department heads is too strong. In fact, personnel recruitment itself is a cooperative process and a win-win opportunity. As an enterprise, it needs to recruit some suitable talents because of development, and as an applicant, it is a two-way choice that seeks some more suitable career opportunities due to personal development or other reasons. process. However, it is common for companies to have too strong a sense of superiority and not respect applicants enough.

The following suggestions are put forward to address existing problems in corporate recruitment:?

1. Establish and improve job descriptions for recruiters, including job qualifications, job responsibilities, etc. After the recruiters join the company, corresponding training should be provided, including training on the company's basic situation and professional skills training, to improve the overall quality of the recruiters and improve their recruitment efficiency. ?

2. In view of the situation that Company A’s recruitment needs are very random and the recruitment management regulations are not strictly implemented, it is recommended that the company should standardize the recruitment process. In particular, filling in the "Personnel Requirements Application Form" should be completed by the employing department. The manager first checks to clarify whether recruitment is necessary for the vacant position, the job responsibilities of the vacant position, job requirements, etc., and at the same time revise the existing "Personnel Requirements Application Form".

3. Revise and improve job descriptions for each position in the company, and select appropriate recruitment channels. First, conduct a job analysis and use different recruitment channels and methods to target different needs. For example, when recruiting ordinary front-line operators, you can go to a talent market with a large flow of migrant workers for on-site recruitment or cooperate with a labor service company to rationally use dispatched workers.

4. Fully respect the candidates and require the interviewers to adjust their mentality and communicate equally and effectively during the interview. In addition, if an applicant comes to the company to apply for a job, the administrative department should first warmly receive the applicant and promptly contact the interviewer to conduct the interview to improve the efficiency of the interview and avoid wasting time on the applicant.