It's not all HR's fault that we can't recruit people.

It's not all HR's fault that we can't recruit people.

It's not entirely HR's fault that we can't recruit people. Many people understand that HR's job responsibility is to recruit talents for vacant positions in the company. And some companies receive a lot of resumes, and some companies receive very few resumes. It's not all HR's fault that you can't recruit people!

It's not all HR's fault that we can't recruit people. 1 I've seen a lot of HR. Some companies have received many resumes, while others have received few resumes.

The point is, in fact, these HR are particularly excellent. How can I put it? The invitation phone is diligent, kind and not harsh, and has a good relationship with the candidates. They were friendly and professional during the interview.

Well, that's the problem. Why can't you recruit people?

1, the employer's brand promotion is not enough.

This involves the issue of publicity, whether it is on the platform, on the website or on the poster. In a word, a good company needs to have its own publicity system to publicize the employer's brand and let everyone recognize your company from the field of vision. This is very important!

In fact, the most effective publicity is self-promotion from the company's development platform. Of course, if the company's image is average and it is unwilling to pay for publicity, it is quite helpless.

2. The company's geographical location is not good.

The company is in a ravine, take the subway to the bus, and then walk two kilometers to a hotel building. Look left and right without any signs, and the result is in a small corner on the first floor.

Can you blame the applicant for not joining such a difficult position?

Even if candidates come for an interview, the chances of staying are not high.

3. The post salary and welfare are not high.

The post salary is far lower than the industry average, and the welfare is far less than the municipal subsidy welfare regulations. Who else wants to join such a company?

With low wages and low welfare, it is impossible to live well without subsidies, and it is not feasible to run away and feed horses.

4. The feedback from the employing department is slow.

Many times, HR will feed back the information and content to the employing department during the interview introduction. The employer department is often slow to give feedback because of busy work, and the feedback time has been several days since the interview.

Now the recruitment variables are so big, even if you make an offer, the candidate may not join the job the next day, let alone wait for your notice.

5. The employee's working status is wrong.

When candidates come to the company for an interview, they often see that the employees of the company are working hard, which will give people a very aggressive feeling.

On the other hand, if you see employees playing mobile phones, chatting, chatting and talking about dramas. What kind of working atmosphere is there? If such an employee does not have suitable working conditions, will the candidate find it attractive enough?

Today's poisoned chicken soup is here. Great HR babies, don't be too depressed. After all, being yourself is the best feedback to the company and the post.

It's not all HR's fault that we can't recruit people. Yesterday, I drank and chatted with my friends. One of them is a senior HR, and we talked about the labor shortage. Friends complain bitterly, and friends say that the factory can't recruit people. I blame myself for being an HR, thinking that I don't work hard enough to find anyone. But friends don't want to take the blame.

A friend said, first of all, the factory should understand three factors that can't recruit people. The first factor is that the salary is too low, and the second factor is that the working hours are too long. The third is that the management system of the factory is too inhuman.

The factory only solved this fundamental problem. In order to fundamentally solve the problem of labor shortage. So he thinks that it has little to do with himself that the factory can't recruit people.

Migrant workers: No matter what recruitment methods and platforms, it is HR's dereliction of duty to find people and recruit suitable people. Enterprises that can't get orders are dereliction of duty in sales, useless leaders and financial negligence in misreading accounts.

Migrant workers: On the one hand, most enterprises want to recruit young people, on the other hand, they want the other party to be experienced.

It is best to make achievements when you enter the business, but you don't want to practice it yourself. Some manufacturing enterprises have also set age limits for posts.

Resume is written according to the actual situation, saying that there is no bright spot, beautifying and saying that others' resumes are fraudulent.

It is not so much that no one can be found, but that the company is not too picky, claiming that it can't find the right one, or the treatment is too harsh, and no one wants to go.

Migrant workers: At present, many hr workers don't know what they are doing when they go to work. I don't know what all departments of the company are doing and what qualifications they need. It takes 5 minutes to read their resumes at work, 5 minutes to read their resumes after work, and a resume with 5 pages takes 1 minute after reading.

Half of the company's failure is caused by hr, so the CEO of HR should not be under 40 years old and inexperienced.