Small and medium-sized enterprises are difficult to recruit, why?

According to the recruitment survey of small and medium-sized enterprises released by an authoritative organization in China, less than one-fifth of them have written and formal recruitment plans. The recruitment of many small and medium-sized enterprises is unplanned. HR personnel carry out recruitment work according to the instructions of superior leaders or their own feelings, rather than on the basis of clear employment demand research results.

2. Job qualifications are not targeted.

Most of the employment applications for small and medium-sized enterprises put forward by the employing department only fill in the required post name and the number of personnel, and do not put forward what specific conditions the personnel in this post should have. HR personnel did not take the initiative to communicate with the employing department after accepting the employment application from the employing department. Instead, simply modify the recruitment conditions of similar personnel and draft recruitment notices according to the recruitment advertisements on the Internet or in newspapers and magazines. As a result, the HR staff of small and medium-sized enterprises complained to me at the beginning: the recruited employees disappeared quietly within two days after they came to the company. Because new employees find that their current job is different from the job they are applying for, they can only choose to leave quietly.

3. The recruitment process is arbitrary and subjective, lacking a reasonable process.

The recruitment process of small and medium-sized enterprises is arbitrary and there is no fixed process. For example, ask questions at will during the interview. The purpose of asking questions is to examine the quality of candidates, and even HR personnel themselves are not very clear. In the interview process, HR personnel often make judgments based on the "first impression" of personal supervisors, ask more questions to candidates with good impression, and those with bad first impression often end the interview quickly.

4. After the recruitment is completed, there is a lack of effective evaluation and summary.

Most small and medium-sized enterprises have not done enough to evaluate the recruitment effect, and some even have no awareness of the evaluation and summary of the recruitment effect. Many small and medium-sized enterprise managers are not sure how to evaluate the recruitment effect. Some managers only care about how many people are recruited, and some managers only care about how much time and money they spend on recruitment, or whether new employees like their work here for a period of time. The effectiveness evaluation of recruitment is completely ignored, which will lead HR personnel in small and medium-sized enterprises to find out and find out the shortcomings in recruitment, let alone put forward improvement measures for these shortcomings.

Therefore, establishing a scientific, perfect and streamlined recruitment system is the most effective way to solve the recruitment difficulties of small and medium-sized enterprises.