What problems will HR encounter in online recruitment?

1. The company resume is not detailed enough and is mistaken for unreliable.

To apply for a company, job seekers must first know in detail, and the first way to know is through the company profile. You can look at major recruitment websites. Many enterprise profiles are simple. Job seekers are at a loss after reading it, and they don't even know what the business is. Even some applicants have to go to Baidu or other search engines to find enterprises themselves. This way of understanding the enterprise is not as good as introducing it directly in detail in your resume, which makes people feel more reliable.

A good corporate profile should include the business scope, scale, development status, future development direction, corporate culture, etc. Therefore, as HR, you must write a good introduction to the company and tell the applicant the basic situation of the company as much as possible.

2. Job descriptions should be standardized

When many enterprises publish information on recruitment websites, the job descriptions are extremely irregular, and even some enterprises only require relevant work experience and have no other information.

What does this mean? Explain that enterprises do not have very clear standards for the talents they want to recruit. On the one hand, too simple or irregular job descriptions may attract a lot of junk resumes, on the other hand, qualified job seekers will not apply, and the recruitment effect can be imagined.

The job description should include two parts, one is the job responsibilities, that is, what the job is specifically responsible for after joining the job, and the other is the job qualifications, that is, what qualifications the applicant has to meet the screening conditions. In particular, the qualifications should be clear and not ambiguous. For example, if you have certain oral English communication skills, you'd better write a CET-6 certificate and an intermediate interpretation certificate, which are more specific and clear.

3. Job seekers should give quick feedback.

Job seekers are generally divided into two categories, one is full-time job hunting, including college graduates; One is job hopping. Most job seekers hope to find jobs as soon as possible, especially those who have left their jobs. But the reality is that many HR companies always think that there are many applicants, so they don't worry, and then interview together when their resumes are enough.

However, we should know that enterprise recruitment is also a kind of competition for talents from another angle, and fast-moving enterprises often get the first chance. Job seekers tend to choose companies with quick feedback, believing that such companies are efficient and attach importance to talents.

After receiving the resume, HR will screen the candidates as soon as possible. I will contact the right person by phone immediately, and conduct a simple telephone interview first. If appropriate, we will arrange interviews as soon as possible, and try to complete several rounds of interviews in one day to avoid job seekers running back and forth. Candidates who have decided to hire will be informed of the employment results immediately and then arrange employment as soon as possible.

4. Fully respect job seekers.

Enterprises' emphasis on talents will turn into attraction. Now it is more and more difficult for enterprises to recruit, but many enterprises have not changed their concept of treating talents and have insufficient respect for talents.

According to many HR reports, candidates are invited to interview, and many candidates are not sure whether they have submitted their resumes. In this case, HR can send an email containing company details, job description, interview time, company specific address and detailed bus route to the job seeker at the same time of invitation, and even send the company name, interview time, company address and bus route to the job seeker's mobile phone by SMS. Of course, it is best to have a coordinated process with job seekers in time, so as to improve the attendance rate of the interview.

5. The interviewer should be professional enough.

The interviews of many small and medium-sized enterprises are not professional enough. Specifically speaking, the reception, interview environment, interviewer and interview method of candidates are not professional enough. Details determine success or failure, and successful recruitment begins with majors. Try to use structured or semi-structured interview methods in the interview. Don't choose candidates entirely by experience. Try not to use only one interview technique. You can use interview skills such as written test+interview+scenario simulation+psychological test, and adopt different interview skills combinations, which can effectively improve the recruitment success rate.