How to avoid "misunderstanding" in recruitment?

The key for enterprises to recruit talents is recruitment. However, recruitment mistakes often lead to the brain drain of enterprises, and frequent job fairs continue to increase the cost of enterprises, which makes enterprises carry the burden of "chicken flying eggs".

Therefore, it is necessary for the future development of enterprises to know how to avoid misunderstandings in enterprise recruitment.

Because now the recruitment methods of enterprises are too superficial and pay too much attention to the aura presented on the surface, such as resume, image, specialty and so on. Recruiters are often confused by these external factors and put aside the professional knowledge that candidates should have. Therefore, the personnel recruited by the enterprise have made no achievements in their posts, which hinders the development of the enterprise.

Some enterprises attach great importance to the recruitment conditions in the recruitment process, and think that the higher the conditions, the more worthy of recognition. Therefore, when recruiting, they often focus on people with high academic qualifications and rich work experience, and turn away some people with great development potential, resulting in the same development status of enterprises.

Inconsistency of enterprise recruitment content will also bring misunderstanding to enterprise recruitment. In the early stage of recruitment, some enterprise recruiters did not communicate and analyze the recruitment content in time, so that they had different opinions on the candidates, which made the recruitment of enterprises divided, which was not conducive to enterprises finding suitable talents.

Recruitment is a very rigorous job, which is related to the future development of enterprises. If the recruitment work is not done well, the development of enterprises will also decline. Therefore, managers of enterprises must learn to avoid the misunderstanding of recruitment. Only in this way can the development of enterprises continue to innovate.

case analysis

A public institution is vacant because of the replacement of the old and the new. Managers have conducted in-depth discussions on the problem of "recruiting from inside and recruiting from outside" to fill the vacant position, and finally it is fixed as recruiting from outside because of the difference of one vote.

The manager of the enterprise defines recruitment as interview recruitment and online recruitment, discusses some details of recruitment, and then the problem arises.

Because enterprises have always filled their staff by internal promotion, they have little experience in external employment, so there is a situation of "you propose, I refute" in the discussion.

For example:

The manager of the planning department suggested that when recruiting, we can judge whether the candidate is suitable for the position of enterprise recruitment according to his resume. He believes that with the support of higher education, there will be suitable talents.

The human resources manager here disagrees. He said that the development of an enterprise needs real talents and experienced people. If a person's ability is judged only by academic qualifications, it will lead to the loss of experienced talents, and the time of enterprises will be spent on the training of new employees. Only by evaluating a person's ability with experience can enterprises get real benefits.

However, the manager of the management department also put forward his own opinions at this time. He said that although experienced people can save a training fee for enterprises, experienced people often have disciplinary problems and spend more time managing them.

The sales manager also said ...

Faced with different opinions, business leaders said: "Everyone's opinions are very sincere. Since everyone can see some problems in recruitment, why can't we make a comprehensive analysis of these opinions to find out the misunderstanding of recruitment and avoid touching the edge of misunderstanding in recruitment? Isn't such a good recruitment plan endless? "

The leader's words gave them great enlightenment, so people summed up different opinions and drew the following untouchable areas:

1, perfect resume. If the candidate has a nearly perfect resume, but knows nothing about the job position in the enterprise, then there must be something wrong with this person's resume. At this time, enterprises need to find out in time, otherwise it is absolutely regrettable to be hired.

2. Speak freely. Such interviewers often have disciplinary problems and keep their mouths shut about some confidential matters within the enterprise.

3. External charm. Because some people have experienced too many interviews and know that many companies pay great attention to the first impression when recruiting, they always spend time on the renovation of the first impression. Therefore, they need to be extremely careful when dealing with such candidates, because such people are often in a weak position outside.

When the recruiter recruits according to the summarized points, the burden of recruitment is really reduced, and the recruiter quickly adapts to the work without any problems arising from the manager's discussion.

As can be seen from the case, recruitment is a very rigorous work, and there can be no carelessness, because recruitment is related to the future development of enterprises.

With the continuous development of the times, people's counterfeiting technology is also constantly improving. "Perfect resume, consistent answers ..." These fake things have brought trouble to recruiters. They need to remind themselves at all times during the interview process to help them avoid misunderstandings in recruitment, so as not to accidentally step into the trap set by others.

Therefore, when recruiting, many enterprises will analyze and prevent the fraud that often appears in the market, and then list different fraud techniques and preventive measures, which is now the "recruitment misunderstanding."

Avoiding the misunderstanding of recruitment brings convenience to the recruitment of enterprises, so that enterprises do not have to waste a lot of financial resources and time because of recruiting personnel.

Expert guidance

→ If the enterprise clearly knows other people's counterfeiting technology, but ignores it, then the development of the enterprise will become more and more decadent, and the enterprise will actively stop it, so the development of the enterprise will be stronger.

→ Misunderstanding refers to a trap. Only an enterprise that knows how to make a detour in front of the trap can be truly powerful.

Everything has risks, and knowing how to prevent them before they happen is the way for enterprises to develop.

Talents needed for enterprise development are inseparable from recruitment materials. Therefore, recruitment is the place where enterprises gain energy, and possible misunderstandings in recruitment may make energy disappear. Therefore, enterprises should be cautious when recruiting.