What factors will affect the recruitment effect?

What factors will affect the recruitment effect?

What factors will affect the recruitment effect? In our life, many enterprises reduce the recruitment effect because of the unprofessional HR, and some even complain that the ability or quality of candidates is too poor. In fact, there are many reasons that affect the recruitment effect. See what factors will affect the recruitment effect, I hope it will help everyone.

What factors will affect the recruitment effect 1 First, the recruitment strategy remains unchanged.

Most enterprises will follow the previous recruitment channels and requirements when recruiting the same position. Do you think it's okay? It's all the same job anyway. But in fact, not every job content and personnel's job requirements are fixed, and now enterprises are facing different job-seeking groups. Take the requirements of job seekers as an example. In the past, job seekers paid more attention to job security and employer brand, but now job seekers pay more attention to development space and working hours. Therefore, the recruitment strategy must be adjusted according to the company's business development, departmental employment needs and changes in job-seeking groups.

Second, pay too much attention to work experience.

Most enterprises want to recruit "skilled workers" who can create benefits immediately, so many excellent candidates are often eliminated because of their work experience on their resumes, on the grounds that they have "no or no recent work experience in the same position in the same industry". It is certainly a shortcut to hire job seekers with the same work experience in the same industry, but it does reduce the recruitment efficiency. HR will undoubtedly miss many job seekers with excellent skills and abilities, but their job applications or work experience do not meet the requirements.

Third, laymen recruit professionals.

In some enterprises, the recruitment work is completely led and completed by the human resources department. Although the recruitment work should be led by HR, it does not mean that the employing department can stay out of it. In other words, people recruited by HR may not meet the needs of the employing department. Moreover, if the employing department does not participate, the questions raised by HR in the interview process are often quite different from the positions recruited, which not only makes the candidates at a loss, but also reduces their professional image. In this way, some excellent talents have also been lost. Therefore, HR should not only fully communicate with the employing department, but also let the employing department participate in the recruitment interview process.

Fourth, the evaluation of candidates is too arbitrary.

During the interview process, HR often treats the candidates subjectively, or hastily ends the interview because of time schedule and other problems. Knowing only a small part of the applicant's ability, HR arbitrarily thought that the applicant's ability was so much, and the result was arbitrarily denied. It is not uncommon that the unprofessional HR leads to unsatisfactory recruitment results, but many HR will only complain about the poor ability, low quality and too many requirements of the candidates, but never reflect on why they always meet such candidates.

5. Expect candidates not to talk about money.

As long as the applicant shows a little concern about salary and benefits, HR will sneer at it and think that this is a "money-oriented" job seeker and is unwilling to continue talking. Talking about money hurts feelings, but the applicant is looking for a job to make a living. Who wants to talk about feelings with you? In fact, salary transparency is a great advantage for employers to recruit successfully! When job seekers see the salary range in the recruitment requirements, they are not only very likely to apply, but also feel that this employer is honest enough and really wants to communicate with themselves.

6. Pay too much attention to age and education.

Some HR still meet the requirements by reading resumes before interviewing candidates, but at the beginning of the interview, because the candidates are too young or too young, they will worry: "Can you manage a position so young?" There are many reasons for this judgment. What's more, even appearance, constellation and blood type may be reasons for refusal. In addition, some units, even business departments, pay too much attention to academic qualifications in the recruitment process, which is actually very unwise.

Seven, I don't know how to retain employees.

Why do you want to recruit? In addition to the needs of business development, but also because of the flow of employees. The human resources department must know the cost of recruiting a new employee and retaining an old employee. Reducing the staff turnover rate will reduce the burden on recruiters and give them the energy to do what they do best: communicate effectively with job seekers and reach an agreement, instead of worrying about the constantly emerging vacant positions. In addition, the company's efforts to retain employees will greatly increase the happiness of the whole team and will be more United.

What factors will affect the recruitment effect? 2. The online recruitment skills that recruiters must know.

First, introduce the company and position in detail.

For online recruitment channels, job seekers can only understand the recruitment enterprises and positions through words and pictures. At this time, if we give full play to the role of words and pictures, it will certainly increase the interest of job seekers, enhance their confidence in choosing a company, effectively improve the recruitment effect, and at the same time better publicize the company's brand.

Therefore, please take a few more minutes to improve and standardize your company introduction and job description, so as to improve the recruitment effect.

Second, put an end to typos in recruitment information.

As we all know, there are typos in the resume of job seekers, which will greatly reduce their impression score and even lose the interview opportunity; The same is true for enterprises. If there is a typo in the recruitment information released by the enterprise, it is even more taboo.

From light to heavy, job seekers think that employees in the human resources department are careless and do not work seriously, and from heavy to heavy, they will think that the cultural level of employees in the company is generally low. No matter what kind of judgment, it will affect job seekers' impression of the company, leading to excellent talents hesitating or giving up choosing positions.

Therefore, the audit of recruitment information should be cautious and prevent typos.

Third, insist on refreshing positions every day.

Any good recruitment website will publish thousands of similar positions in different companies every day and update them at any time. If you don't refresh your recruitment position, you will soon be behind. Once the job seeker searches for this position, it is difficult to find the information of the subordinate position, so your job information is not active.

Now many recruitment websites have a function: after the recruitment position is refreshed, it will be displayed at the front of the home page, which obviously improves the home page display rate and allows more job seekers to see it. This requires HR to insist on refreshing positions every day.

Fourth, don't recruit the same position for a long time.

Generally speaking, there are only two cases of long-term recruitment for the same position, except for grassroots sales representatives with relatively large mobility. One is that suitable personnel cannot be recruited for a long time, and the other is that the information of online recruitment has not been updated.

In the first case, the enterprise should find out the reasons, whether the requirements are too high, whether the salary and benefits are too poor, whether the job description is not clear, and whether the position positioning is not clear. In the second case, enterprises should update the information of online recruitment in time.

In short, posting a position online for a long time can easily make job seekers have the following questions: first, the unit does not need important people and is doing fake recruitment; Second, it is difficult to apply for this position successfully, or it is difficult for newcomers to adapt to the job mobility; Third, the recruitment unit is not positioned correctly, and I don't know what kind of person to look for.

No matter what kind of query, it will greatly reduce the impression of job seekers on the recruiting unit and affect the reputation of the unit in the industry.

Even if it's not the company's fault, when a position can't recruit qualified personnel for a long time, it's best to temporarily stop the position, try to supplement the personnel through other recruitment channels, or release it after a while (it's good to suspend the recruitment for such a long time), and never hang yourself on a tree.

If you really don't want to stop, you can also delete the original position and resend it. Otherwise, it is hard to say whether a job seeker can be interested and brave enough to apply for a position that has been posted for several months or even more than half a year!

Fifth, actively seek and invite talents.

On the one hand, affected by various factors, enterprises cannot guarantee that every job seeker who meets the company's requirements can see the recruitment information published by themselves; On the other hand, with the development of society, the mentality and concept of the new generation of job seekers have also changed greatly, and the recruitment work is inevitably in a passive situation. Many enterprises find it too difficult to recruit suitable talents.

This requires us to turn passive into active, take the initiative to search for talents who meet the recruitment needs in the talent resume database, and then take the initiative to invite interviews. Statistical comparison shows that the average proportion of job seekers who voluntarily submit resumes and meet after screening is less than 50%, and less than 20% can successfully choose each other after the interview.

However, the average proportion of job seekers who interviewed without submitting resumes actually exceeded 65%, and the final choice was close to 60% or even more.

Sixth, provide more convenience for job seekers.

Knowing the openness of a company can be seen from its job advertisements. How many candidates dare to send resumes to job advertisements without contact number, company address, company website or even company name?

If the publication of the contact number will interfere with the normal work, it is actually not a big problem to publish the office address, because there are very few "face tyrants" who come directly to the door.

How helpful it is to inform job seekers of your company's office address, website, employment strategy, application process and precautions in advance with such a good display platform! Less late for interviews, less questions, more qualified resumes and high employment success rate. Why not?

In fact, as long as you spend more time and energy, HR can reduce a lot of recruitment pressure and get more returns!