Every time a new employee is added, the cost of the enterprise will rise, and mistakes in recruitment often make the enterprise bear the risks brought by brain drain. Therefore, enterprises should be more cautious in recruitment and avoid the following misunderstandings:
1. There are fewer and fewer excellent candidates. In the past, many enterprises had a similar employment concept of "lifelong system". Now, this concept has changed. The loyalty of enterprises to employees is getting lower and lower, and the labor cost is reduced through layoffs and restructuring; Employees' loyalty to the enterprise is also decreasing. They often change jobs. Even if they try their best to recruit excellent employees, there is no guarantee that they will continue to work. Therefore, diversified recruitment channels are very important for enterprises to recruit excellent employees.
2. I'm impressed with your resume. Some candidates' resumes are excellent, and they answered questions well through careful preparation during the interview, but sometimes they may hide it. Recruiters can get a general understanding of candidates through resumes and preliminarily judge whether it is necessary to arrange interviews, but they should try to avoid in-depth evaluation of candidates through resumes and should not let resumes affect interviews.
3. Confused by the halo effect. When recruiting, recruiters may give candidates an advantage in intelligence and ability because of their excellent appearance or some outstanding performance. In order to avoid the adverse consequences caused by the "halo effect", it is necessary to ask the applicant for some reports he has prepared or recent work proof materials as an objective basis for evaluating his ability.
The higher the recruitment conditions, the better. Some senior people in the talent market pointed out that many enterprises now have the phenomenon that the employment requirements are out of line with the job requirements, requiring candidates to have 3 to 5 years of work experience, be under 35 years old, graduate with a master's degree and so on. In this way, those college graduates who have no work experience are shut out, and at the same time, those middle-aged backbones who are in their prime of life are missed. Low-skilled jobs are full of high-skilled talents, which not only can't keep talents, but also causes great waste of talents.
Different interviewers will have different conclusions about the same applicant. If there is no clear structure and clear judgment criteria in the interview, the interviewer will ask different questions to different candidates and evaluate the applicants in the same position with different criteria.
6. Recruitment means asking questions and judging. Many human resource managers don't know how to design and conduct reasonable recruitment, and think that recruitment is simply asking questions and judging. In fact, a reasonable combination of various selection methods is very important to ensure the quality of recruitment.
7. The interview is small talk. If the interviewer doesn't follow the work-centered interview, he will waste a lot of time on small talk. Interviewers who rely on small talk for interviews make judgments based on whether they communicate well with candidates.
8. Online recruitment is a supplement to traditional recruitment. With the rapid development of the Internet, those enterprises that ignore the advantages of Internet recruitment may fall behind their competitors in the talent war.
9. Recruitment is only conducted when necessary. Many times, enterprises are cramming for the last minute, rushing to recruit when there is a crisis, and it is easy to lower standards or ignore the negative factors of candidates. The recruitment of enterprises should be a continuous process, and the talents that enterprises may need should still be recruited outside and stored in the standby list to improve the talent pool of enterprises.
Different enterprises have different employment concepts and standards. No matter what channels, processes and selection criteria are chosen, the key is that the strategies and standards must meet the needs of enterprises, so as to ensure the orderly development of high-quality recruitment, find the most suitable talents for enterprise development and give full play to their talents. Combine employees' personal goals with corporate strategic goals to stimulate employees' more potential and promote enterprise development.