Seniors of human resource management, I want to ask a question about HR recruitment. Can't the department head talk? They need it themselves.

First of all, answer you: it is impossible to replace.

From the perspective of the employing department.

1, different angles. When recruiting personnel, HR first sees the basic situation inside the company, such as salary, working environment and promotion mechanism. And the employing department is more concerned with recruiting a person with strong business ability and good competence, preferably a person who knows everything and doesn't need to bother to guide or train.

2. Different positioning. Many HR companies are not familiar with the business of the employing department, and the positioning of the recruitment position will be biased, so they recruit some people who are not suitable for the job requirements. The employing department knows the business, but it doesn't know much about the human resources market, so it can't clearly understand the human resources composition of the human resources market. It will appear that the human resources department only recruits such personnel according to the specific requirements of the department, and there may not be many such personnel with internal particularity in the market, which will cause difficulties in recruitment.

3. Personality differences. Everyone has his own special preferences, so there will be different situations in employing people. Facing the same person, some leaders may like it and some leaders don't. If you don't have a good understanding of the employment habits of the leaders of the employment department during the recruitment process, it is easy to have differences and affect the recruitment effect.

So, I think, as a human resources recruitment department,

It is necessary to communicate with the employing department more, clarify the recruitment needs, job responsibilities and refine the standards.

On the other hand, it is very important to reserve the right talents in advance according to the monthly turnover rate, such as screening the right talents on the recruitment website in advance and putting them in reserve for emergencies.

Finally, the order of knowledge and expertise, that's all.