Why can’t HR always recruit people?

Recently, I see HR people complaining in various QQ and WeChat groups that they can’t recruit people every day;

They summarized the main two points of the problem:

① On-the-job Those who want to change jobs are just waiting for the year-end bonus, and they answer that they will look for a job after the New Year;

② Those who leave their jobs and want to find a job, thinking that the Chinese New Year is coming soon anyway, answer that they will look for a job after the New Year; < /p>

HR seems to be shouting together: Where are all the people I want to recruit?

1. Around the end of October, I met a headhunter who complained to me that with the coming of Double 11 and Double 12 in the next two months, the company has also entered the off-season. At this time, people in our industry It’s all about practicing internal skills and learning. You may have never experienced it. Hurry up and get some courses to train employees;

Although I have been working in HR for many years, I know that recruitment is difficult at the end of the year, but after all, I It was indeed our first year to open the studio. When he said this, my first reaction was, is it possible that no one will leave on Double 11 or Double 12? No one is quitting? No one looking for a job? No one is hiring?

But after hearing what he said, he was also a senior after all, so I immediately convened a meeting with the company to formulate goals and action strategies for November. In the past November, Laibei *** cooperated with ten companies and 44 people were successfully hired. During the legendary off-season, Laibei’s number of customers and recommendation rate increased compared to October;

SO: Talents are in short supply every day, and there is no distinction between off-season and peak season for recruitment. There is no day when our BAT giants are not recruiting people;

2. Among the Internet e-commerce companies I serve, many offline companies have switched to e-commerce platforms; in fact, the management model of offline companies and e-commerce Business is really different, and in the current environment of the post-90s generation, it is really difficult to recruit people using the traditional model;

I often encounter such bosses who come to me and quickly help me recruit people. , money is not an issue, the key is to be fast, we. . . . Omitting 10,000 words here just paints a big picture for me;

Okay! No problem, don’t worry! There are all kinds of YY in my mind: I just tell you that money is not a problem and recruiting people is not easy. Sister, I like such a cheerful boss the most. But the fact is that I am too simple. I know you are bullying me because I don’t have enough education;

What happened next was that almost all the candidates they were satisfied with were focused on salary, and they communicated with the company's internal HR for several rounds, and summarized the following issues:

① Although the interview is satisfactory, it is not guaranteed It must be the actual ability. Give the basic salary a try first. If the trial ability is really the same as the interview ability, it will increase later;

Who wants to be paid less and less as they work more and prove themselves with a drop in salary? It must have been sent by monkeys;

② It is a common problem with regional issues, because people in this area could not stand up to them before, so they would beat the people in this area to death, no matter how good they are, interview None of them want to meet;

Region does have problems, but not everyone is like this, and it also depends on the specific ability and interview situation;

③The boss is often away on business trips, and HR cannot decide, all Everyone needs to be interviewed by the boss. When the boss comes back from a business trip and wants to make an appointment for a re-examination, he has already found a job;

In the current situation of talent shortage, speed is half the success. We are not a big BAT company. The interviewers have been waiting for us silently;

SO: Risks and opportunities must coexist in recruiting people. We cannot avoid the risks of recruiting people with low salary, otherwise we will definitely not be able to recruit people. A reasonable salary and performance structure will allow us to The key is that the interviewer and the company work together to bear fair and reasonable responsibilities.

3. The little girl born in 1992 is very capable and is responsible for the e-commerce operation of the entire agency brand. When Laibei launched the "Partner Program", I don't know how many people were scared away, but I always thought she understood. People naturally understand; she took the initiative to sign the contract without hesitation. She said the reason was very simple. The annual salary cost of recruiting a full-time HR was at least 50,000 yuan, not to mention the management cost. The price was less than 30,000 yuan, so the HR recruitment team It's worthwhile to help her;

Laibei recommends many people for interviews every day. The strategy she adopts is that all those who meet the basic abilities will be evaluated for three days first, mainly to examine their work attitude and practicality. It is true that three days can test whether a person is basically qualified. If you do not pass PASS directly, you will enter the probation period after passing;

SO: The post-90s generation should be treated in the same way as the post-90s generation. Not to mention that many traditional bosses need to be tolerant and learn from others.

4. Maybe I have worked in sales before, or have worked in a sales-oriented company. There are no less than ten or twenty companies who have approached me for sales; my dear mother! You must know how hard it is to recruit and sell. If I am willing to recruit, it really depends on you and me;

In the two full months of recruitment, come and have a *** I was recommended to a sales-oriented e-commerce company and estimated that there were more than 50 salespeople. Many of them had similar sales experience, but only one was accepted. The reason given by HR was that they wanted stability. I was a little confused, young man. He is a second-generation rich man who owns a car. Logically speaking, the basic ability to do sales must at least include the motivation to make money. Look at the young man. It seems that everything is lacking. I was even more confused. In the end, the young man was less than a month old. Just left;

Nowadays, there are very few people who have more than a year of sales experience and are willing to do ordinary sales. They have not even passed the first interview. The reason for elimination is that they are not stable; the young man can only I chose my second choice, but the boss gave me 100 likes and even praised me for picking up a treasure. He didn’t even need training. He just started working without saying a word, and he could also bring new people in immediately;

SO: Recruitment Where are the standards for people? Every company may be different, but the core remains the same, which is the replicability of work experience.

5. In fact, it’s not that we can’t recruit people in many cases. The company may not be meticulous enough in all aspects of recruitment. Maybe a phone call from HR to invite people directly determines whether someone can come for an interview. Without an interview, what’s the point? The person who came here is great;

Once I was chatting with GG, I received an interview invitation from HR with a very sweet voice. However, he was still employed at the time and was in a meeting, so it was not convenient to answer the call. Please tell me He went back later when it was convenient, but the HR hung up the phone directly. When he finished the meeting, he called back and found out that it was a switchboard. After checking online, it was also a switchboard. In fact, he was very interested in changing jobs, but because of this little episode, think about it. It was no coincidence that I didn’t go to interview with this company in the end.

SO, SO, SO: Opportunities are always around us, and opportunities are always given to those who are prepared; in this impetuous social reality, too many people leave their jobs every day, too many people If you want to change jobs, of course there are too many companies recruiting people;

The difficulty of recruiting people is an objective reality. Instead of complaining every day that we can’t recruit people, why don’t we summarize why we can’t recruit people? What are your recruiting highlights? The salary is high, the brand is good, the benefits are excellent, the environment is good, and the CEO is particularly handsome. . .

If there is nothing, then don’t be picky.

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