What should I do if human resources cannot recruit people?

What should I do if I can’t recruit people for a long time? Basil.com has been deeply involved in the field of construction headhunting for more than ten years. Most of the people it comes into contact with are HR. The most common problem they encounter is that they cannot recruit people. As a headhunter, we are here to help them solve this problem.

First of all , let’s take a look first, why can’t we recruit people?

You have not invested enough in talent

First of all, our wages and benefits are not competitive and are lower than the industry average.

Furthermore, we were not fully prepared for the "three noes" type of recruitment advertisement. First, there was no introduction of the company in the recruitment. Second, there is no detailed description of job responsibilities. Third, there is no plan for the career development of personnel.

These lack of preparations virtually increase barriers to the entry of talents.

You are not willing to train people

We all want to recruit experienced people, and we expect immediate returns, but this is often just our illusion. Talents need to be selected and cultivated.

Business owners are often hesitant about this matter because they feel that the cost of cultivating talents is high, they are afraid that they will not be able to retain the talents they have trained, they are worried that they will not have time to cultivate talents, and they are even more worried that the results of talent training will not be ideal.

But you have no other choice. Talent cultivation is a hurdle you can never avoid.

Nothing in the world is fixed once and for all. Talents are a group of people who value emotions and know how to be grateful. To build the entire sales team, you must continue to recruit, train, motivate, and evaluate.

Your threshold is too high

Company employers often have unrealistic illusions about talent recruitment requirements.

Strict conditions are put forward for the selection of candidates, requiring a foreign trade salesperson to be friendly, serious, diligent, persistent, team spirit, learning ability, analytical ability, careful, etc. Such a person does not exist. .

And some of the conditions mentioned are contradictory. How can you require a talent to be flexible and cheerful, but also principled? He must be pioneering and innovative, and he must be pragmatic and pragmatic.

Now look back at the outstanding sales talents within your company. Their conditions are indeed not high, and their resumes cannot even be sold.

However, their success comes from one or two of their personality traits, which are enough to support long-term performance development.

Your recruitment requirements are the same

53% of employers blindly use the same recruitment requirements regardless of the age of the job seekers. As you can imagine, the "audience" won't buy it!

If a beauty company wants to find an experienced professional beauty instructor, then an aesthetic instructor who meets the requirements must be able to consider the job more comprehensively than a fresh graduate.

You don’t have a clear understanding of the enterprise life cycle

At different stages of the enterprise life cycle, our selection criteria for talents are completely different.

In the early stage of starting a business, people with dreams and passion are needed;

In the period of stable development of the enterprise, people with the ability to strictly implement the company system are needed;

In During a company's period of change, people with courage and strategic thinking are needed.

The better the talent, the better, but the more suitable the better. Don't easily trust and rely on social "excellent talents". They may have high backgrounds, large platforms, and rich experience, but they may not be suitable for your company.

The talents you are looking for may not necessarily be the so-called best, but they must be the most suitable! Enterprises should have different standards for using talents at different stages.

You have not mastered the real method of "identifying talents"

Our recruitment technology is not professional at all, and we recruit people based on our feelings and "social standards".

It can be said that the outstanding talents within your company are recruited by your luck, and the unsuitable personnel who produce destructive power within your company are also recruited by your luck.

For recruitment without technical content and lack of scientific and effective standards, roughly 1 out of 12 people will satisfy you, 3 will have a destructive effect, and 2 need to be cultivated and observed. The other five are tasteless, tasteless to eat and a pity to throw away.

The entire recruitment is in a state of personal feeling, but often this personal feeling is unreliable without technical support.

You do not have a complete “talent reserve”

62% of employers have not established a “talent reserve” for their companies. Little did you know, you can always contact these people when a position opens up in your company.

The vacancies in some highly mobile positions will affect the work efficiency and morale of the team. Many large companies have early warnings of this and usually make preparations in advance.

Companies that are unaware of this problem can only waste energy on frequent recruitment.

You only talk about work but not salary

In our survey, we found that 46% of employers will not mention salary status in job requirements. Some companies even think that if the applicant If he "reveals" his expected salary before the interview, he will never be able to successfully apply for a job.

Also, employers don’t want salary issues to spark office infighting.

However, salary transparency is actually a major advantage for employers to succeed in recruiting!

When job seekers see the salary range in the recruitment requirements, they are not only very likely to apply for a job, but also You will feel that this employer is straightforward enough and really wants to communicate with you.

You don’t consider the supply and demand of the job market when hiring

83% of employers don’t use data intelligence to understand the supply and demand of the local job market when recruiting. Doing this is like a salesman standing in front of an empty house waiting for someone to open the door for him, too young, too simple!

Especially those companies located outside of metropolitan areas should not foolishly think that as soon as job advertisements are sent out, enough job seekers will come to their doorsteps.

HR managers should look to other big cities when recruiting. In order to attract more talents to your company, it is also necessary to increase salaries and strengthen benefits.

You don’t know how to retain employees

More than 37% of HR directors said that their companies have not made any efforts to avoid employee turnover.

Employee retention is obviously important, but what does this have to do with talent acquisition?

First, reducing employee turnover will reduce the burden on recruiters, allowing them to Focus on doing what you do best: effectively communicating with job seekers and reaching consensus, instead of worrying about vacancies that keep popping up.

Second, the company's efforts to retain employees will greatly increase the happiness of the entire team and make it more united. People sometimes just want to work for companies that treat their employees sincerely, and often, this is more important than salary and job title.

If you understand the main reasons why you cannot recruit people, you can make targeted improvements and improvements. Of course, if the position you want to recruit is a management position, you can choose to cooperate with a headhunter. I hope Basil.com’s answer can help you.