The recruitment process has quietly changed, how to deal with it?

Problems and countermeasures in recruitment:?

1. The recruiter's job description is vague, and he has not received professional training before taking up his post and lacks professional knowledge. In the job description formulated by the company, the job qualifications and job responsibilities of recruiters are vague, which makes it impossible to select suitable recruiters according to the corresponding conditions.

In the regular recruitment process of enterprises, the recruiter of enterprises is the first person to contact the candidates. In a sense, the recruiter is the window of the enterprise, and his words and deeds represent the image of the enterprise. At present, the recruiters of the company's administrative department only give them simple pre-job training, and the training content is simple, the method is monotonous and the class hours are few, which makes them know little about the enterprise. In addition, the communication skills and etiquette necessary for effective recruitment are not well trained, so they rush to work directly. Therefore, candidates will infer and evaluate the enterprise organization according to the performance, impression and quality of the employees recruited in the recruitment, and then decide whether to choose, thus affecting the quality of enterprise recruitment.

2. The recruitment was not conducted according to the recruitment process, and the information in the personnel demand application form was incomplete. Although the company has formulated the corresponding recruitment system, it has not been strictly implemented in the actual operation process. For example, it often happens that the person in charge of the employing department does not ask the administrative department to fill in the personnel demand application form, which is passed to the administrative department for summary after being examined and approved step by step, and then the administrative department decides whether to recruit according to the staffing situation. Instead, I directly called the administrative department to ask how many employees to increase and when to recruit, adding that if the recruitment is not in place, it will bring unpredictable effects to the company's production. This practice is very casual and easily leads to the influence of recruiters' ideas, and they do not recruit according to the company's recruitment process.

3. Not paying enough attention to the candidates and giving them a bad first impression. In the recruitment process, the company has the most basic common sense of politeness, but it lacks that kind of inner and real respect, or the recruiter and the person in charge of the employment department have a strong sense of superiority. In fact, personnel recruitment itself is a cooperative process and a win-win opportunity. As an enterprise, it is necessary to recruit some suitable talents to develop, and as an applicant, it is a two-way choice process to seek some more suitable career opportunities for personal development or other reasons. Enterprises generally have a strong sense of superiority and lack respect for candidates.

4. Fully respect the candidates and ask the interviewer to adjust his mentality during the interview and communicate equally and effectively. In addition, if a candidate comes to the company to apply for a job, the administrative department should first warmly receive it and contact the interviewer for an interview in time to improve the interview efficiency and avoid wasting time on the candidate.