Why are favorite candidates always reluctant to come to work?

Reluctance to join the job may be due to the "trust crisis" in recruitment, and the human resources department has experience. When recruiting, many candidates usually ask, "What is your company's business?" "Are there many companies that work overtime?" "Why did you let me add WeChat?" It takes a lot of time and energy to reply, explain and increase the hidden recruitment cost, but even if the recruitment cost is so high, the recruitment result is still not as good as those. The cost of our investment is invisible. Candidates can only learn about the company, release and interview links in a short time. In addition, the company changes very quickly, and candidates can't reach the time and effective judgment of this company. The trust of the candidate company, said nothing. Pay attention to your recruitment. The first step of port recruitment is to publish job recruitment information, and many human resources pay special attention to this link.

Every time I go to a new company, the first check of the recruitment work is to look at the recruitment advertisements, which involve various channels, and the results are often incomplete. Low-level recruitment information, enterprise information is incomplete and not completely correct, even if there are typical words, high-level integrity, rules, formal and informal, but there is too little personalized and differentiated information. Wrong or dishonest information will keep excellent candidates away from you; And thousands of people will make the candidates feel tired. Because of the lack of true feelings, it is difficult for them to build trust and it is difficult for him to recruit talents.

Improve your interview method. I think the human resources department has a deep understanding that the most difficult thing in recruitment is not management. High-profile positions are often the basis of sales. This difficulty lies in the uncertainty of the position itself and the large loss rate. There are two difficulties in sales positions: first, candidates with sales experience. It may know more about marketing than when it was a child. How do you sell your position to him? The other is how to get candidates who don't sell experience but have potential to accept the position you offer. Therefore, many human resources can use a lot of communication to convince candidates. By analyzing candidates' resumes, we can find the most basic information, such as past work experience, family environment, education, hobbies, etc., and find the starting point for mutual communication.

Maintain the accuracy and consistency of information. General enterprises will have a preliminary test, a second test or even an examination, ranging from one or two times to three or four times. The information of the interviewer and the candidate is inconsistent, and there may be many interviews. In particular, candidates pay more attention to information, such as working hours, salary performance evaluation, performance tasks and other information. If these key information, human resources and the interviewer are inconsistent, whether it is the logic before and after expression or the information of many people is inconsistent, it will lead to the applicant not being able to enter the enterprise and post. Building trust may not be that easy, but we are doing it every step of the way. If you are attentive, considerate and professional, I believe we can feel each other. It is difficult to recruit, and it is difficult to understand human nature. Simple recruitment is simple. In fact, it is sincere in human resources.