(1) What problems do you think exist in the recruitment of this human resources department?

The first question is obvious. This human resource recruiter doesn't know the situation of the enterprise, so how can he recruit well according to the job description?

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To do a good job in recruitment, we must have a good understanding of the company's development strategy, the actual situation of each department, what the company's real needs are, and communicate with the person in charge of the employing department. To truly understand what kind of talents are needed.

The recruitment process is not simple. Look at your resume. It is important to screen resumes. The interview process reflects the level of recruiters. You should know the candidate well. If you don't know them, you can investigate them. Some tests may be effective, but if someone improves the level of answering questions, it is not just to his liking.

You still need experience.

The second problem is also a typical human resource management problem. People leave in many ways.

The reason, you can see by looking at the thoughts of those who left, has this problem and that problem. To solve it, it is a systematic work.

The boss must change his mind first. The company's human resource management atmosphere is actually the company's corporate culture atmosphere, which is formed because of the boss's style.

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Turn around and let the boss change his mind first.

In the final analysis, the human resource manager can only help the company to establish such an atmosphere. The person who really needs attention is the boss.

Unless this human resources manager can influence the boss's thoughts. That's another matter.