Why is it still so difficult to recruit people in the official graduation season?

It is a common phenomenon that recruitment is getting harder and harder now. Now HR, as a company, has deeply realized why this phenomenon occurs. Personally, I feel that there are certain problems in both talents and enterprises!

Let's take a look at this genius:

1, people with high academic qualifications and lack of experience will come up with a career as soon as they leave school, but they are full of talents. After a few days of sweeping, they have to drop by drop, and finally they can only be wronged for a lifetime;

2, from the 1 model, I found a better salary one year later and immediately jumped ship to become a "highly educated and experienced" person. Now I choose a company with high salary and high salary, so I went. No way, but still have to make a living;

3. Those with low academic qualifications and three or four years' experience, look at the "undergraduate" and "language threshold" of well-known enterprises, and seize the time to cram, study and test their academic qualifications. Your own unit is just a springboard for these job seekers, not a destination;

4. Finally, I have a diploma and experience, and boarded a slightly higher peak platform. I looked around blankly, not only sighing, but I finally cultivated into a swift horse, and Bole? So depressed, work is just muddling along, where is my ideal and destination? So at this stage, I will feel that it is really easy for college graduates to find jobs and can do anything.

5, experience, education, but limited by industry.

Let's talk about enterprises:

1, the level of brand building of enterprise employers is uneven.

At present, talents occupy an active position in employment selection, and the scope and opportunities of talent selection are increasing. Excellent talents will only choose companies with good employer brands, while those companies that ignore employer brand building are difficult to attract excellent talents, which also explains why many companies fail to submit resumes or have a small number of resumes after issuing job advertisements. The attraction of talents is very low, and the number of talents available for enterprises is very small, let alone recruiting the best talents.

2, the enterprise's own talent recruitment awareness is relatively weak.

Some enterprises refuse to invest in talents, just find someone casually, and don't want to spend too much time looking for talents, but in fact, it is not too much for enterprises to spend 80% of their time recruiting people. Attracting and discovering potential talents is the first step in the talent power chain. If you don't choose excellent talents, no matter how much energy you spend on talent evaluation, development and motivation, it is difficult to achieve the expected talent investment effect.

3. Enterprises are weak in talent recruitment and decision-making.

Many enterprises have used a large number of headhunting companies and received a large number of resumes, but they still can't recruit highly matched talents. Although every enterprise expects to recruit the best talents, in fact, the success rate of selecting the best talents is very low.

These are all important reasons for the difficulty in recruitment. Of course, there are also some external reasons, such as the recruitment platform. In fact, different recruitment platforms may be very different for the industry. Now I use the talent win line and pay according to the recruitment situation!

I hope the above content can help you!