Why does my company keep hiring?

I can have a repeat interview. In fact, this situation is not very strange, and finding the right person is just one of the reasons. Everyone has this "strange" feeling, mainly because employees and managers have different angles and attitudes towards recruitment.

As grass-roots workers, employees are exposed to trivial information, such as how many colleagues there are in each department, what everyone is doing, who the leader likes best, and so on. , it may not be true. Managers, on the other hand, grasp the whole and plan the number of employees comprehensively. Careful analysis may have the following reasons.

1, the number of personnel is enough, but the comprehensive quality can not meet the requirements.

In daily work, everyone can feel that there are always a few people in each department. In Cao Ying's heart, in the Han Dynasty, their work attitude was poor or their work ability was too weak to meet the efficient operation of the team or the whole department.

Although these problems happen to individuals, human resources will collect information in stages and report to company leaders; Even if the leader can't get in touch with the actual work situation of each employee, the long-term operation efficiency of the company will be problematic. If the business model is correct and the upstream and downstream resources can meet the business needs, the first thing that leaders think of is the shortage of personnel in relevant departments, and then they will naturally consider eliminating personnel and introducing more outstanding talents.

2, the brain drain is serious, and continuous work cannot be guaranteed.

Most of the methods used by employees to leave their jobs are riding a donkey to find a horse, and then suddenly one day they offered to leave, which caught the employing department and the human resources department off guard. This situation is most likely to appear in the company's business departments, such as purchasing and sales departments, or positions with strong personnel mobility.

In order not to interrupt the daily work of the company, Manpower often arranges the number of employees who exceed the actual needs of the department, and also publishes long-term recruitment information on major recruitment websites to continuously screen and reserve suitable candidates.

3. Focus on future development and reserve talents.

This can best reflect the differences in ideas and views between employees and leaders on the issue of continuous recruitment.

In order to survive in the fierce market competition, leaders must consider the future development direction of the company in advance. After the direction is determined and the implementation ideas and basic division of labor are designed, it is possible to carry out a series of work such as talent recruitment in advance. This information is basically not disclosed to employees.

So employees feel that everything will be fine if they can finish their immediate work. At most, they see newcomers entering the company and the personnel department is still interviewing, but they can't fully understand the deployment of superiors and the responsibilities of newcomers.

There is no best way to recruit employees, only more suitable ones.

To tell the truth, except for some positions with high professional and technical requirements, it is not difficult to find suitable candidates for most positions released by the talent market. But in the eyes of companies and human resources departments, employees are not the most suitable, only more suitable.

Talent is a commodity, and there is no difference between company recruitment and shopping in the mall. Colleagues in human resources often shop around, not only have the ability to reach the standard, strong job stability and good attitude, but also the cheaper the better. Especially for some key positions with a small number of recruits, the company will release recruitment information long in advance, constantly screen, contact and communicate, and never stop the interview until the last minute.

5. There are many requirements for excellent talent selection companies.

Due to the poor economic situation, what is more reflected in the labor market is that enterprises are picky about candidates. However, excellent talents never lack opportunities and even choose the best one from several opportunities.

They will talk to the company about wages, benefits, and even shares in some start-ups and so on. The above requirements require long-term negotiation, and even candidates will ask to work in the company in a short time to understand the actual situation; Moreover, not all companies can meet the above requirements. In order not to be passive, the human resources department will continue to open recruitment and daily interviews to ensure that the leaders can be provided with candidates at the same level in time.

It can be seen that there are many articles behind the long-term continuous recruitment work in the workplace, which is not just as simple as finding a person who can finish the work. However, whether the specific reasons are eliminating and updating, filling vacancies, checking and filling vacancies, long-term development, or bargaining with the other party, there is only one fundamental attribute-all human resources management measures taken to ensure the company's stable operation and sustainable profitability.