Case analysis of human resources: recruitment management of a real estate company

I'm not sure about the real estate industry. I think we should treat this problem dialectically.

If your company's salary level is at the leading level in the industry, and a large number of talents want to find you, there will inevitably be many people to apply. It is a good thing that a large proportion of finalists can recruit the right people. If the proportion of labor costs is relatively high, it is reasonable to spend more than the average cost on recruitment. "You still care about the rope when the cows are gone?" Seeing more people makes it easier to attract what you want.

If your company's salary level is average and there are so many people submitting resumes, it means that the entry threshold is low, which leads to a large number of low-end talents submitting resumes and having the opportunity to interview.

I understand that it is normal to use newspaper media to advertise for jobs, but the cost of newspaper advertising cannot be fully included in the recruitment cost. After all, it is more of an image advertisement.

As for the two extremes, it is normal, and now the whole human resources market is like this. Seeing that headhunters are used in your article, I think headhunters are better. Although there is more money, they are more convenient and effective. If headhunting also indicates difficulties, it is nine times out of ten that the salary level of middle and high-level companies is not competitive. It is easy to recruit people at the grassroots level, but it is difficult to recruit people at the middle and high levels. Perhaps the salary curve is too smooth to widen the gap.