What are the common mistakes in HR recruitment?

There are many reasons why the company's recruitment pass rate is so low at this stage, some of which are that HR firmly believes in his feelings and work experience; Some are because the interview process is unscientific; Some of them are because they don't pay attention to interviewing staff. What are the common mistakes in HR recruitment?

First, in a passive way

In order to better recruit students, we have just begun to recruit students ... This kind of logical thinking and practice is staged in thousands of companies every day and repeated constantly.

Companies that conduct the above three analyses in advance will ensure that they are problem-oriented, have overall goals, have plans, simplify and have strategies in their recruitment information, otherwise they will feel the danger of crossing the river for a long time.

Second, choose the "slow and steady" method.

The core idea of contemporary human resource management tells us that the method of winning by overall goal, scheme, simplification and strategy is called structural victory, and it is called non-structural victory rather than relative victory.

Many companies are eager to find someone to complete the recruitment as soon as possible, or structural recruitment is not easy to apply for, so basically they choose candidates who look up to the standard from many resumes, and then immediately start a conversation with the high-rise residential manager, having a pleasant conversation and entering the internship period.

Therefore, we propose:

1. For the recruitment information of general positions at the bottom, we can choose the method of "seeking accuracy in stability", that is, it belongs to unstructured recruitment.

2. For candidates who are introduced in detail by relatives and friends, the detection of working environment and their own temperament can be reasonably reduced, but the work characteristics should be accurately measured, and then observed and evaluated according to the internship period.

3. For managers, we must use structural recruitment, at least semi-structural recruitment, and use more perfect job recruitment skills.

For example, the recruitment interview techniques of outstanding talents (scenario simulation teaching, leaderless group discussion, classic cases, group decision-making, etc.). ) and the comprehensive quality evaluation technology of outstanding talents (ability evaluation, character detection, occupation test, personality evaluation, professional knowledge detection, etc.). ).

Third, recruit another you.

Many studies show that people who think they are similar to themselves will get a lot of positive comments, even though this similarity is likely to hide the discomfort of candidates.

For example, the same experience, mentality, political beliefs and body shape as everyone else will make everyone feel that such people have a lot of "contact" probability with themselves.

This is the starting point of global change. Unless you don't want to succeed, don't look at the first candidate who makes you feel "similar".

Fourth, there is a lack of reasonable evaluation norms.

It must be noted that what I pay attention to here is the word "reasonable". For example, some companies are loyal to the rules and regulations of salesmen.

5. Elite team members did not participate in the recruitment.

People often mistakenly think that recruitment is a "one-on-one" whole process, that is, managers recruit and interview candidates across the dining table, and then they can decide who to hire or not.

As we all know, everyone often has the following work experience:

In the work with high difficulty coefficient, if the elite team can participate in a large number, the average person will achieve faster results.