Why does hr get commission by interview?

Most regular companies don't get commission for recruitment, but only on performance. There are usually third parties and headhunting companies, and a few informal companies will set a very low basic salary for human resources positions to get commissions, but those who have done hr seriously generally do not choose such companies.

First of all, hr is a functional position, not a sales position. It is ridiculous to get a commission, and there is no basis. Unless there is a headhunting company, a position has a target amount. Finding a high-end position for customers is 20%-30% of the annual salary of the position, and the company will give a part to the responsible headhunter. But is there a target quantity for finding one within the enterprise?

Secondly, the enterprise is established internally, and the staff will not be vacant forever. Does it mean that hr's salary will be much lower than the industry level without vacancies?

Thirdly, the most essential difference from sales is that if hr is used as sales, there is no product or service. Of course. Hr has internal customers and external customers, but this customer is different from the customer in the sales sense. It provides professional support and services to internal and external customers in the human resources system. At this level, hr sells its own professionalism. But there is no product here, and there is an essential difference between employment relationship and the sale of products. When looking for highly adaptable candidates, hr can't use the sales method of packaging stones into diamonds to stimulate the other party's impulsive consumption. Because hr is not a short-term purchase behavior, but a long-term and stable cooperation.

Many bosses don't understand the internal logic of hr recruitment and think that hr should be able to "fool" people into the company like sales. Such companies are basically small workshops and shell leather bag companies.

As for why some hr will "fool" you into the interview, if there is no problem with the company platform, it is usually because many companies will manage the workflow of recruiters-recruiting people, which is the result, and having a resume is the process. The recruitment result is influenced by many factors, but the process can be controlled by HR. To manage this process well, it is necessary to stipulate the number of resumes he submits to the business department and the number of people attending daily meetings, otherwise the performance bonus coefficient at the end of the month will be affected. Of course, there are also some hr who have not given references to any position for a long time, and urgently need to let the business department see that they have "done something" and need someone to fill the facade.