Problems existing in enterprise recruitment

Enterprises may encounter many problems in recruitment. If they can avoid it in advance, the recruitment efficiency will be greatly improved. The following contents are for reference only. If it helps, please adopt it. Thank you~

First, the lack of human resources planning and recruitment planning.

Generally speaking, the problems in enterprises are caused by the lack of human resources planning and recruitment planning. For example, enterprises are often understaffed, and business strategic plans are often delayed or changed because personnel are not in place in time. The existing staff of the enterprise are facing great work pressure, which affects their work enthusiasm, leads to more and more work to be completed, leads to the decline of the credibility of the enterprise, and thus weakens their business ability. If human resource management can't make proper planning, enterprises will be forced to respond after some upcoming events, not before. This reaction will not be selective, so it will not be stopped.

Second, the lack of cost efficiency of human recruitment and the misunderstanding of the selection of recruitment channels

Many enterprises did not consider the cost efficiency of recruitment before recruitment, which caused a series of waste. In the selection of recruitment channels, some enterprises will use influential media in order to strengthen the publicity of enterprises in the market, but this also makes the human resources department lose the ability to control the recruitment cost, the types of job seekers and the number of job seekers in the recruitment work, which has caused certain difficulties to the work of the human resources department and made the human resources management planning of enterprises unable to be realized normally.

Third, ignore the influence of external and internal factors.

Some people think that anyone an enterprise needs can be recruited from the talent market. In fact, in the process of recruitment and employment, enterprises will be influenced by external factors, relevant national laws and external talent market; The internal cultural atmosphere, strategic thinking and goals of enterprises are also the forces that affect the way enterprises recruit and employ people. In addition, technical improvement, personnel model and company behavior, preferences, attitudes, changes in local and international markets, changes in economic environment and social structure, and revision of government regulations and policies will all have an impact on human resource recruitment. Personal factors of job seekers more or less affect their career choice tendency.

Fourth, lack of job analysis.

JD's description has a great influence on job seekers. When job seekers need detailed information, they don't know what this position is for. The company did not mention the detailed description of the position and the knowledge, skills and physical strength needed to be qualified for the position. In this way, in the process of recruiting resumes, a large number of people who are not suitable for this position will come to the interview, which will bring some trouble to the interview work.

On the other hand, in the process of interviewing, screening and evaluating company personnel, due to the lack of scientific tools as a means to evaluate the quality, level, technology and business strength of the personnel, the interviewer's subjective views account for far more than the scientific evaluation methods. Due to the lack of job analysis, there is no scientific basis for employing people in the recruitment process, which is easy to cause the gap between the hired personnel and the job requirements, and even the embarrassing situation that the candidates are completely inconsistent with the job.

The above are common problems in enterprise recruitment, and I hope it will help you.