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Today, it is difficult for many enterprises to recruit people, not only front-line operators, but also for other positions, such as qualified managers, designers and salespeople. The root causes of this dilemma mainly include the following eight aspects:

First,? There is no overall planning concept for human resources.

For many enterprises, they can put a lot of energy into the strategic planning of enterprise development, overall marketing and product design. However, few enterprises will think that the most critical human resources for enterprise development also need strategic planning. Because any great strategic plan, if there is no one to carry out this important link, everything will be zero. In reality, many enterprises can't find the right people to carry out a lot of work, either they can't start or they are carried out by incompetent people. If an enterprise wants long-term, sustained and stable development, it must have an overall plan for human resources and must be ahead of other plans and work, so as to ensure the smooth development of the enterprise.

The so-called overall planning of human resources means that when an enterprise formulates its overall development plan for the next two to five years, it must plan out the needs and specific requirements of people in each time period of each plan synchronously, form a plan for the quality and quantity of people, and then start to implement it before other plans, and at the same time train and exercise employees according to the future post ability requirements, so as to ensure that some people can choose, some people can use and some people can replace them when implementing the company's plans.

A mature enterprise (regardless of size) should make strategic planning for human resources. Human resource strategic planning mainly focuses on several key points:

According to the development idea, scale and speed of the enterprise's future strategy, we will do the following work:

1, how to develop enterprises and departments in the future, and how many people are needed to supplement them to form a plan;

2, the relevant departments of the enterprise to prepare when to fill people, when to form a plan;

3. What level, level, specialty and skilled personnel are needed by the relevant departments of the enterprise;

4. How to set the methods, channels and ways to train and use personnel?

Second,? The person in charge of human resources is so unprofessional.

Many enterprises with good conditions are also facing the embarrassing situation of not recruiting people. The reason is that company leaders do not pay enough attention to human resources, which is very important to the development of enterprises. If it is handed over to some unprofessional people or even some little girls, the enterprise will certainly not be able to recruit suitable and sufficient personnel.

Many business owners are confused, and human resources are recruiting people, recruiting people! Mainly do the work of personnel registration, plus some administrative affairs. They generally think that this is a simple, relaxed and unskilled job. Because of this, business owners are willing to pay a small salary to recruit a girl to take charge of this key position. Because the general enterprise thinks that this position can't be seen and can't produce direct economic benefits, and because it is unwilling to pay the necessary price and use some completely amateurs to do this work, then the enterprise will certainly not be able to recruit the talents it wants.

The so-called unprofessional human resource manager is mainly manifested in the following aspects:

1, several modules of human resource management are not the major of human resource work itself. The so-called HR of this position in the general enterprise does not know or understand, and does not understand or learn the daily responsibilities, processes, necessary skills and professional knowledge;

2. The position to be recruited is unprofessional (this problem is more serious). At present, many enterprises still don't understand that a person who has never worked in sales will recruit salespeople, and a person who has never been exposed to management and business will recruit managers and business personnel for the company, which is a disaster for recruitment.

There was once a case: during World War II, the US Air Force began to recruit fighter pilots. Those pilots who were carefully selected by recruiting experts and sent to the battlefield were almost shot down by the enemy as soon as they went to the battlefield. Later, the US Air Force invited some veteran pilots who had been on the battlefield to personally select pilots. As a result, the pilots selected by these people were rarely shot down by the enemy as soon as they went to the battlefield.

At present, the recruitment of enterprises, are unprofessional people come forward first, leading to recruitment:

1, unprofessional recruiters eliminate all those who they think are unqualified but actually qualified, and regard them as

Those who are qualified but unqualified will be sent to the employing department for a second interview;

2. Due to the unprofessional personnel on the recruitment site, the communication process with the candidates is passive, and even the subject and object are inverted at the scene, which makes the candidates have great doubts about the authenticity of the enterprise strength, enterprise management and recruitment positions. So when the company calls someone to come for an interview, they won't come.

A company arranged for one or two girls to receive resumes at a job fair, which left a very bad impression on candidates with work experience and strength, making them feel that the company is naive and ridiculous, and the overall management level is low. It is disrespectful for an experienced, capable and confident candidate to send a resume to a little girl with no hair on her mouth and be asked questions, or ask a few general questions.

It should be said that the difficulty in recruiting people or the inability to recruit suitable people is directly related to the unsuitability of people in human resources positions. It is impossible for a large number of enterprises to put some young girls who have just graduated and have no social experience, politicians with administrative background or Jiao Da-style figures in other positions in the company. This leads to the enterprise talent pipeline being blocked by incompetent human resources workers!

There is an old saying in China: He who enters the holy place is holy. Only people are willing to find and recommend more talents. How can a mediocre person find, select and even cultivate the talents needed by enterprises?

Third,? Do not understand the actual situation and conditions of the enterprise itself.

Enterprise-related personnel often make two mistakes in recruitment:

It is thought that recruitment is to recruit the best-looking talents for enterprises, but enterprise recruitment is actually to recruit the most suitable talents, not the best talents. Enterprise recruitment and employers should understand the enterprise's own situation and choose the talents they want to use according to their own situation. The better the recruiter, the better. But the right one is the best!

Many enterprises, especially the heads of some high-level departments, describe the working ability of the people they want to recruit when they apply for important people or go out to recruit people, but they are paid the wages of migrant workers. This dislocation has also caused many enterprises to always fail to recruit important people.

It should be said that the whole management of the company should understand the situation of the enterprise and recruit suitable and available people from all departments of the enterprise reasonably and realistically to ensure that they will not be unavailable.

Fourth,? Only pay attention to recruiting people, not keeping them.

It should be said that enterprises should not only solve the problem of recruiting people, but also solve the problem of not retaining people, whether in the office or in the production workshop. Enterprises from top to bottom should reflect on why they can't keep people and some excellent talents. How do enterprises retain people? If this problem is not solved, no matter how to recruit people, no one will be available, and finally it will be notorious. Neither peers nor local migrant workers dare to work in this enterprise.

In the 2 1 century, business owners and management should learn how to treat their employees, from income, treatment to life, and treat employees from the office to the production workshop as normal people. The so-called normal people are based on Maslow's five-level demand theory: migrant workers should not only earn money, but also live, entertain and socialize. In addition to hard work, they need to be respected and enjoy the happiness that life should have!

Because the management level of many enterprises is far behind this era, many of them still stay in the 1980s, which has caused migrant workers, especially young and knowledgeable people, to stay in this serf-style enterprise for a short time. It should be said that enterprises with large recruitment gaps should find reasons from their own management, and top managers should find problems from management concepts. First, fundamentally solve the problem of retaining people.

Verb (short for verb)? There is no necessary atmosphere and mechanism to help and bring.

Many managers at all levels in the enterprise don't know whether it is because of their incompetence or because of their ignorance and conservatism. I never wanted to help and teach new employees in the past. I just asked the human resources department to recruit experienced and skilled workers. They think it is the easiest for them. This lazy and irresponsible idea leads to great pressure and helplessness for the human resources department when recruiting people. After all, there are few experienced people and high wages, and enterprises often cannot meet the requirements of all personnel.

In fact, the technical content of many positions in the company is not high and the experience is not too much. As long as the company has someone to take care of it and someone to teach it, a newcomer can basically operate independently in two or three months. And their salary requirements are not too high. However, many enterprises always want experienced people in every position from top to bottom, and never help bring new people, which also causes the employment gap of enterprises to be so big forever.

Sixth,? Poor corporate atmosphere and poor treatment for new employees.

Many enterprises also have a very bad atmosphere, that is, they treat new employees badly. Many companies have this vicious atmosphere from the office to the production workshop, from the manager position to the general handling. If a new employee has no backer or relatives in this enterprise, he will be bullied: doing the most tired and dirty work; Suffer the most anger, get the lowest salary, have no hope of finding a job, and have no salary increase for life. In this hopeless working environment, the brain drain is of course great!

Today, the unhealthy trend of China society has been completely immersed in private enterprises, causing many people to leave angrily because of unfair treatment and hopelessness. This unhealthy trend has also caused some departments of some enterprises to fail to recruit and retain people!

Seven,? Business owners are bad, even notorious.

The problem that some enterprises can't recruit people directly lies with the business owners themselves, because they are notorious and make many talents in the same industry or region flinch. Unfortunately, many business owners themselves don't know this fact!

At present, it is not too difficult for people in society to recruit people from some enterprises. Some excellent talents are still willing to work for them. Because the main leaders of these enterprises have long had a good reputation, and their good reputation has long been known among migrant workers in the same industry. Some people yearn for their own enterprises, and some people want to work in enterprises even in a difficult environment.

But some business owners are rich and heartless, and never treat their employees well, even middle and high-level personnel. Keep promises, keep promises, and settle accounts, so that every employee who leaves the factory hates it and goes away. This has been done several times, and the business owner is notorious, which leads to no one in the same industry dare to approach!

If an enterprise mainly wants to recruit good talents, it must know how to build its own personal quality and brand, so as not to let others know its name, frown and avoid it.

Eight,? The overall low-level environment has been formed.

Some enterprises pay too much attention to some old employees who only want stability but not progress in the process of building factories, and business owners never pay attention to their progress and ability improvement, nor let them learn and communicate. These low-level old employees, like frogs at the bottom of a well, have always lowered the overall management and operation level of the enterprise, making it impossible for the enterprise to make further progress.

Later, the enterprise recruited excellent middle and senior managers, but they left one after another because they could not integrate with them. Enterprises should also formulate their own internal management standards in advance to form a good working environment and atmosphere, otherwise good talents will not stay long.

The above eight points are some deep-seated problems that are difficult for enterprises to recruit people. Only by changing and adjusting from the source, from the management, from the concept, and from itself can enterprises ensure that they can recruit people and ensure that they can recruit people!