The success or failure of an enterprise lies in recruiting people. What are the reasons for not recruiting people? Please attach a solution.

How to choose a candidate? Many companies choose candidates based on the following criteria:

Education and Profession

Work and internship experience

Previous study or work performance

Does the future plan conform to the company's development?

Interview performance

However, HR and business owners must have encountered such a situation: they have good academic qualifications, relevant work experience, and their interview performance is in line with the interviewer's expectations, but their performance after joining the company is not as good as expected, or they left after staying in the company for a while, which is time-consuming, laborious and costly; There are still some people whose resumes may not meet the job requirements, and their interview performance is not very outstanding. When the company is short of talents, it tries to recruit such people. As a result, after a period of trial, they found that they used it well, but they may have missed many such talents before.

You know, in modern society, the recruitment cost of enterprises is actually very high. According to statistics, if an employee leaves after two months of recruitment, the company will lose 16000 on such an employee, with the recruitment cost (5000 for one person in the future) plus the training cost after entry (calculated in 2000) and the basic salary cost (calculated in 4500). Therefore, for small and medium-sized enterprises, recruiting talents that enterprises really need is something that managers must attach importance to.

solution

First, enterprises must be clear about their employment needs and form job descriptions.

Before recruitment, HR had better do a preliminary combing of the recruitment positions.

What goals and functions did this position achieve for the company and the department?

If the position does not exist, what impact will it have on the company or department?

What method or technology is used to do the work and what effect is achieved?

What are the core work and assessment criteria of this position?

Second, establish a correct recruitment concept.

1. Treat recruitment as a sales job.

How to attract talents, how to understand the demand of talents, how to promote the flow of talents and how to carry out follow-up maintenance, and how to face every applicant with the thinking of sales, the candidates who really clinch a deal may actually have more profits than the customers who clinch a deal.

2. The applicant's values match those of the enterprise.

Real talents can not only create profits for enterprises, but also have a very important factor, that is, they must identify with and follow the values and culture of enterprises. If an employee is really excellent, he can bring a great profit return to the enterprise, but if this return is based on destroying the company's systems and rules, then in the long run, the harm and loss he brings to the enterprise will definitely be higher than the profit.

3. People and posts are matched, and the fittest is better than the best.

Suitability is better than Excellence. Ma Yun is a successful entrepreneur, but he will never be a successful scientist. Only when talents are placed in the right position can they truly exert their advantages and potentials. During the interview, you will meet some people with high comprehensive quality in all aspects. While trying to keep him, we also need to think about what position he is most suitable for, in order to give full play to his potential, which direction to help him cultivate and develop, what he needs most, and how to keep him. Sometimes, compared with the basic salary, many people actually care more about whether they can really play their own value, especially for a group of post-95 s who are about to graduate.

Third, establish selection criteria by scientific methods.

People often show their good side to others, especially in the recruitment process. Candidates can prepare their resumes and interview questions in advance, so the information learned by the interviewer is not necessarily 100% true and accurate. We can know the unknown side of the candidate through the test.