How can HR avoid "sea election recruitment"

Case: Chen Lin works as a recruitment specialist in a company, but the company is recruiting people all the year round, and the recruitment task will never be reduced. Chen Lin often complains that the company can't keep people, and all the new employees leave soon. After the new employees left, they began to recruit again and again. Recruitment in Chen Lin is such a process. After the person in charge of the company department gives the number of recruits and job descriptions, he begins to post resumes online, and then calls one by one to make an appointment for an interview. Finally, if he thinks the job seeker is ok, he is basically hired. Diagnosis: HR recruitment is prone to make the mistake of "sea election recruitment", and Chen Lin's recruitment method is an obvious example. He didn't locate the recruitment position accurately, but began to recruit directly after receiving the recruitment task, and the recruitment method was relatively simple, and the recruiters were not properly assessed, which eventually led to poor recruitment effect. So how to avoid making the mistake of audition recruitment? The methods are summarized as follows: Method 1: Make clear the recruitment demand and describe the position accurately. This should include two aspects. Internally, HR needs to do a good job of communication between departments, so that the employment needs of departments are clear and complete, which is the cornerstone of all recruitment. On the other hand, writing an accurate external job description is the first step for candidates to contact the company. How do you mean accurate? For example, work experience, working years and education should be described by specific figures; Write less soft skills, such as strong leadership, strong communication skills, strong organizational skills, good English, etc. These are immeasurable, and anyone can think that they meet the requirements. Instead, it can be constrained by a team with several people, what kind of projects have been led, and what kind of certificates or certifications have been obtained. Method 2: subdividing recruitment channels. Recruiting enterprises must first choose the appropriate recruitment website. If the recruitment enterprise has obvious industry characteristics and the position to be recruited is highly professional, then it is necessary to consider the preferred professional recruitment website. The delivery volume of resumes of such websites may not be as large as that of comprehensive recruitment websites, but the vertical docking of talents and positions is accurate and efficient, which not only saves a lot of trouble in selecting resumes, but also recruits suitable professionals in the first time. For high-end talents, there are few opportunities to update their resumes in time, but they will gather in some popular BBS or industry exhibitions in the industry. HR pays attention to observing in relevant forums and taking the initiative to attack at the exhibition site, which not only improves the accuracy, but also strengthens the talent reserve of enterprises. Method 3: Choose a third-party cooperation Many times, HR has chosen a number of suppliers, but the recruitment speed has not been greatly improved. Only by choosing the right headhunting company, especially the right consulting team, can we achieve the expected good results. An excellent headhunting partner is not only a helper when looking for talents, but also provides effective help from the aspects of employer brand, talent strategy formulation, market status analysis and future development strategy, so as to develop together with the enterprise. Before choosing a headhunting company, we should first understand the industry that this consulting team is mainly engaged in, which clients it has served, how the communication skills of consultants are, and the degree of mastery of personnel knowledge and relevant laws and regulations. Only when a consultant is very familiar with a certain industry can he establish a good relationship with the candidates in that industry, be familiar with the characteristics of a certain industry, and have a good grasp when interviewing candidates. Method 4: Attract and retain talents in the recruitment process. Candidates are likely to be potential customers of the company, and it is precisely because of the demand for the company that they apply. This requires HR to consider from the perspective of the applicant in the recruitment process. No one is perfect, so don't embarrass the candidates during the interview and don't let them lose their self-esteem. This is the most basic principle. The excellent culture and professional quality of the company should be reflected from the first time you call the applicant. In the process of communication, in addition to understanding the necessary qualities of the interviewer, it will also show the interviewer the positive energy of the company, such as honor, employee activities, management style, etc., and further enhance the interest of talents. Moreover, people who will go to the enterprise for an interview are interested in the enterprise and deserve the respect and gratitude of the enterprise.