They summed up two main points of this problem:
Those who want to change jobs on the job are all directed at the year-end award, and they will find a job after the year;
2 I want to find a job after leaving my job, thinking that it will be the New Year anyway, and I will find a job after the New Year.
Most HR seem to shout together: Where are all the people I want to recruit?
1, about the end of 10, I met a headhunting boss who complained to me. In the next two months, with the arrival of Shuang1/Shuang 12, the company also went into the off-season. At this time, people in our industry are mainly practicing internal strength and studying. You may not have experienced it, so get some courses to train employees.
Although I have been HR for many years, I know it is difficult to recruit people at the end of the year, but it is indeed the first year of opening my own studio. My first reaction is, when it comes to Shuang 1 1 Shuang 12, is it true that no one has left? Nobody jumped ship? No one is looking for a job? Nobody's hiring?
But after hearing what he said, I am also a senior. I immediately called a meeting of the company and worked out the goals and action strategies of 1 1 this month. In the past month of 1 1, Laibai cooperated with 10 companies and successfully hired 44 people. In the legendary off-season, Laibai is superior to 65438+ in both the number of customers and the recommendation rate.
So: there is a shortage of talents every day, and there is no difference in the off-season when recruiting people. When did we BAT giants stop recruiting people?
2. Many of the Internet e-commerce companies I serve are offline companies moving to e-commerce platforms; In fact, the management mode of offline enterprises is really different from that of e-commerce. In addition, it is really difficult to recruit people in the traditional mode in the post-90 s big army environment;
I often meet so many bosses who come to me to help me recruit people quickly. Money is not a problem, the key is to be quick. . . . Omitting 10 thousand words here means drawing me a pie;
All right! No problem, you can rest assured! YY in my head: I told you that money is not a problem, and it is not easy to recruit people. Sister, I like such an honest boss best, but the fact is that I am too simple. I know you bully me for reading less.
Next, almost all the candidates they are satisfied with are linked to their salary, and they have communicated with internal HR for several rounds, and summarized the following questions:
Although the interview is satisfactory, it is not certain that it must be practical ability. Try the basic salary first. If the trial is really the same as the interview ability, it will go up later;
Excuse me, who is willing to earn less and less, holding a drop in the bucket to prove himself, it must be from the monkey;
2 The common problem of regional problems, because people in this region were sorry for them before, so they killed people in this region. No matter how good people are, they don't want to meet each other during the interview;
There will be problems in the region, but not everyone has them, depending on the specific ability and interview situation;
The boss often travels on business, so HR can't decide. Everyone needs to see the boss. When the boss came back from a business trip and wanted to make an appointment for a second interview, people had already found a good job;
In the current shortage of talents, speed is half the battle. We are not a big BAT company, and the interviewer has been waiting for us silently.
So: recruiting people must be a combination of risks and opportunities. You can't avoid the risk of recruiting people with low salary, so you can't recruit people. Reasonable salary performance structure is the key, so that interviewers and enterprises can bear it fairly and reasonably.
The little girl in 3.92 is very capable and is responsible for the e-commerce operation of the entire agency brand. When she first came to launch the "Partner Program" for nothing, I didn't know how many people were scared away, but I always thought that people who knew would naturally understand; She signed the contract without hesitation. She said the reason was simple. The salary cost of recruiting a full-time HR is at least 50 thousand a year, not to mention the management cost and the price of less than 30 thousand It is worthwhile for HR recruitment team to help her work.
Lai Bai recommends many people to interview every day. The strategy adopted by her is that anyone who meets the basic ability will be assessed for three days first, mainly to examine the work attitude and practical ability. After three days, they can really find out whether a person is basically qualified, and then enter the probation period without passing directly;
Therefore, the post-90s generation should be treated by the post-90s recruitment method. I have to say that many traditional bosses need tolerance and learning.
4. Maybe I have done sales before, or at a sales company, there are no fewer than ten or twenty people who ask me to do sales; My mother! Want to know how difficult it is to recruit sales, if I am willing to recruit, it really depends on you and me;
During the whole two-month recruitment, I recommended it to an e-commerce company focusing on sales. It is estimated that there are more than 50 sales people, many of whom have similar sales experiences, and only one of them has been admitted; HR gave me a reason to recruit, because I am interested in stability. I'm a little confused. The young man is a rich second generation with a car. It stands to reason that there must be at least the motivation to make money in the basic ability of sales. Look at that young man. Nothing seems to be lacking. I am even more confused. Finally, the young man left in less than a month.
Now I have more than one year's sales experience, and those who are willing to do ordinary sales are very scarce, but I have never seen them, and the reasons for elimination are unstable; Young people can only choose the second option. As a result, the boss gave me a hundred praises, even boasting that he found the treasure, and even didn't need training. He doesn't have to go to work directly, but he can bring new people right away.
So: Where are the recruitment criteria? Every enterprise may be really different, but the core is the same, that is, the reproducibility of work experience.
In fact, many times we can't recruit people, and the company may not be careful enough in all aspects of recruiting people. Perhaps a phone call from HR directly determines whether someone can come for an interview, and there is no way to recruit people without an interview;
GG once chatted with me and received an interview invitation from HR in a sweet voice, but at that time, he was still at work and in a meeting, so it was not convenient to answer, and told him that it would be convenient to go back later. As a result, HR hung up the phone directly and called back after the meeting to find that it was the switchboard, and the online search was also the switchboard. In fact, he is very interested in job-hopping, but because of this episode, I feel that there is no fate, and finally I did not interview this company.
So, so, so: opportunities are always around us, and opportunities are always given to those who are prepared; In this impetuous social reality, too many people leave their jobs every day, too many people want to quit, and of course, too many companies are recruiting people;
It is an objective reality that recruiting people is difficult. Instead of complaining about not being able to recruit people every day, it is better to sum up why we can't recruit people. What are the highlights of our recruitment? Is it high salary, good brand, excellent welfare and good environment, or is the CEO particularly handsome? . .
If there is nothing, then don't be picky.
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