Recruitment is a long-term process, and to recruit excellent talents, one must constantly update their knowledge structure, enhance their comprehensive quality, and approach the work with a scientific method and professional attitude.

An excellent recruitment manager must master some professional knowledge and skills. In recruitment, they not only need to understand the business and its processes, but also psychology, sociology, education, and other fields.

As an outstanding recruitment manager, you must have experienced the following recruitment challenges:

Difficulty in recruitment:

Recruitment difficulty has always been a challenge for enterprises, and it is also the most headache-inducing issue for recruitment managers.

Take Internet giants for example. Internet giants have a large demand for personnel every year, but the competition for talent is fierce, and finding suitable talent is not easy. Even if you are an excellent recruitment manager, it is difficult to find the right talent.

Frequent employee turnover leads to a large loss of talent. Employees will choose to work for other companies after working outside for a period of time, which will lead to a talent crisis within the company.

Therefore, as a recruitment manager, you need to know how to solve this problem. You need to not only understand the basic information such as job requirements, job responsibilities, and qualifications, but also understand the real needs of job seekers. Only in this way can you find suitable talents by continuously optimizing the recruitment process and methods. Otherwise, the recruited people may not be suitable, leading to a large loss of talent for the company.

High talent costs:

Talent costs are the largest cost for enterprises and one of the biggest pain points in the recruitment process. Many enterprises only focus on immediate benefits in talent recruitment, without considering the long term or controlling talent costs reasonably. Some companies even use “quick and simple” recruitment methods to reduce recruitment costs, leading to frequent job hopping among applicants.

Frequent employee turnover will increase the human resource costs of the enterprise. If a company’s employees have high turnover rates, it means they need to spend more time and money to retrain them. In addition, frequent changes in recruitment personnel will also lead to problems such as reduced work efficiency and high turnover rates.

According to the research data from the Chinese Academy of Social Sciences, more than 80% of enterprises nationwide are facing a “labor shortage”. For enterprises, reducing talent costs is a long-term process. Only by scientifically and reasonably controlling talent costs can the recruitment costs of enterprises be reduced.

Frequent employee turnover:

Frequent employee turnover not only affects the development of the company but also brings significant negative impacts to the enterprise. In the case of frequent employee turnover, employees will lack a sense of belonging.

Some companies and departments fail to provide good training, development opportunities, and working conditions for employees, leading to fluctuations in employee emotions, which in turn affects work efficiency and quality.

To solve this problem, we must develop a reasonable talent management plan, formulate a talent recruitment plan, clarify every link in the recruitment process, and make corresponding records. This helps us to grasp the progress of work and adjust the recruitment plan in a timely manner. In addition, we should also pay attention to talent management and talent development. Companies can maintain the value of talents by establishing a training system.

Excellent recruitment managers must be responsible for the company and the candidates. If they cannot handle these three issues well, they will not be successful in the company. Therefore, we must learn how to scientifically deal with these problems and solve them.

Recruitment misunderstandings:

1. In recruitment, many companies often make the mistake of treating talents as passive screening tools. This approach is likely to cause passivity in the company’s use of people. Companies should treat talents as active, positive individuals. Recruitment is not a simple job. It requires recruitment managers to spend time digging into candidates to create talents with core competitiveness for the company.
2. Many companies communicate salary, benefits, working hours, and overtime situations with candidates before the interview, which are issues that companies as employers need to consider. However, during the interview, many companies do not inform candidates of these issues, giving candidates the impression that HR is very unprofessional. This practice is detrimental to the company because it is difficult to form an impression on candidates. If recruitment managers are not well prepared in advance, they are prone to be questioned and rejected by candidates.

How to solve these recruitment pain points?

1. Choose the right recruitment channels: In the recruitment process, many companies choose some large-scale talent recruitment websites. However, in the era of rapid development of the Internet, traditional recruitment websites can no longer meet the needs of enterprises. Professional recruitment work requires pre-customization of directions, multi-channel talent search, background investigation, etc.
2. Improve recruitment efficiency: For human resources managers, recruitment efficiency is a very important indicator. Recruitment personnel should make work plans in advance and keep records. This enables them to arrange time more purposefully and improve work efficiency.
3. Scientific recruitment process: Many companies have their own set of recruitment processes, but they are not standardized in practical operation. As human resources managers, we must know how to scientifically and effectively manage the talent needs of the company. Enterprises can establish a talent management system that meets their own development needs, or use methods such as outsourcing or internal training to control talent costs reasonably.
4. Make good use of intelligent tools: Using intelligent tools can help us complete our work more effectively.

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