Companies are short of talent, so why are they unwilling to recruit fresh graduates?

I asked the general manager of a company, and he said that we are not willing to recruit fresh graduates. Fresh graduates cannot get started immediately. We still hope to recruit some experienced people. There are many things that need to be dealt with urgently. We need to find a newbie. You teach him to finish it by himself in that time. This general manager has been worried about not being able to recruit outstanding people for many years. He believes that the biggest bottleneck in the development of his company is talents. Of course, the talents he refers to are those who have experience in the market and can get started immediately. He attributed the fundamental factor to the fact that he could not find a competent human resources manager, and believed that the current human resources managers lacked effective tactics in recruiting talents.

Let’s not discuss whether his concepts in other aspects of human resources management are correct or not. Let’s discuss his attitude towards the recruitment of graduates:

I think he should try his best to Recruit more outstanding fresh graduates. As the general manager of an enterprise, the operation of an enterprise cannot just focus on the immediate future. If resources permit, some talents should be reserved. This is also part of the concept of investing in people that we advocate.

However, according to my experience, this is not easily understood and accepted by many private enterprises, at least not visible in action. The bosses of many private enterprises are truly pragmatic and do not let go of hawks when they see rabbits. This may be related to the difficult living environment of private enterprises, and they want to spend every penny in half. However, if we do not want to be rich and easy, but want to run a business for a long time, we must reserve talents for the future and invest in talents for the future. If the economic situation is good, reserve more. If the business situation is tight and money is tight, reserve less. In short, be prepared for a rainy day. Liu Chuanzhi said that when an enterprise determines its strategy, it should eat what is in the bowl, look at what is in the pot, and also think about what is in the field. Only in this way can your company have a steady stream of business, be more able to withstand unknown risks, and have greater potential for development. The same is true for talent. Without a talent pool, it will be difficult to achieve what you do in the pot or in the field. If you didn't recruit some potential college students five years ago, and suddenly you think of a new business growth point this year, and you want someone to do it, you will find that you can't find the right person to do it. Your hope of recruiting talents in the market is often hard to come by in today's era of shortage of outstanding talents, and it is difficult to realize it immediately. On the contrary, if you recruited a college student with excellent potential 5 years ago, he did not produce much value in his work in the first year; in the second year, he was able to work independently; in the third year, he was already very skilled and became a certain person. He is the backbone of the business; in the fourth year, you may have promoted him to business director; in the fifth year, he has become a mature department manager. If you want to expand new business this year, it happens that this manager has a strong enterprising spirit and a high degree of recognition of your career and corporate culture, so he can be entrusted with this important task.

Of course, the prerequisite for recruiting fresh graduates is that you must select the right people and establish a mechanism for cultivating and utilizing talents within the company. If you don't handle it well, you may find that the person you hired disappoints you, or you may lose him after less than a year on the job. But in short, campus recruitment has now become a bit of a talent war. Don’t fall behind, work hard to select a group of unparalleled talents, and prepare in advance for the future of your company.

How many fresh graduates do you want to recruit? 10? 20? of the total number of people in the company? In fact, there is no fixed answer. It is related to the development stage of your company, the company's human resources strategy and the specific current situation of the company. It is not even directly related to your current job vacancies. However, my suggestion is to recruit more new talents if possible.