On a workplace social platform, I saw a post from an HR peer, and I was deeply heartbroken.
The colleague said that it was really difficult to recruit people this year! I feel that the current job seekers don't seem to be in a hurry to find a job.
Even if the company is willing to pay a high salary, it is difficult to find someone who is really capable. After a round of interviews, I found that it was a group of people who wanted to lie down and get paid, which was really strange.
In recent years, there have been constant news of layoffs circulating on the Internet, and it is said that there are not many unemployed, but why is everyone's attitude towards finding a job so inactive?
Also, even if the company offers a high salary, it can't recruit too good people, this phenomenon is really puzzling!
This year, our company has also increased recruitment efforts and added a lot of positions. And the topic of HR recruitment is also a cliché.
Objectively speaking, among them, there are of course market reasons, but the problems of the company and HR are more worthy of attention.
Here, we will first make a brief analysis of the market situation, and then mainly discuss the latter, that is, reflect on whether the company's recruitment sincerity is in place, whether the recruitment requirements formulated by the department are objective, or whether the rules of HR talent selection are scientific.
Below, let's discuss each of them.
Where did so many unemployed people go?
In today's workplace, capable post-80s generations have become the mainstay of the company, and it can be said that the probability of unemployment is not large.
At present, the post-90s and post-00s are considered to be the main force, but some of them may not necessarily continue to look for jobs after being unemployed, but may choose to start a light business or develop a side business.
I've seen similar cases before.
A post-00s couple in Chongqing couldn't stand the company's unexplained overtime and leadership "oppression" because they didn't want to be bound by work, and after resigning, they chose to develop the "stall economy".
Including before, it was rumored on the Internet that the post-00s rectification of the workplace, although it is not as exaggerated as Internet jokes, but it is a fact that they pursue individual freedom, value the sense of work experience, and dare to think and do.
In this case, if they lose their jobs, will some of them choose to "start a light business"? The answer is yes.
Besides, the post-90s professionals may not necessarily look for a job after losing their jobs, or developing a side hustle is a way out for them.
Recently, according to a report released by the China Academy of Press and Publication, post-95 and post-00 writers have become the backbone of the online literature industry. Online writing has become a popular part-time job for the post-90s.
If the part-time job is developed well, is it necessary to jump into the "fire pit" again after unemployment? To put it another way, because after unemployment, you have more time and energy, make your side hustle bigger and stronger, and become a freelancer.
Therefore, these people who are now unemployed will not flock to the job market again in the same amount. The phenomenon reflected in HR work is that it is difficult to recruit people, and it is even more difficult to recruit capable people.
What are the main reasons why HR is difficult to recruit?
The decrease in the number of people looking for jobs in the market is undoubtedly unfavorable and influential to HR recruitment, which is an objective reality and cannot be changed by a single individual. So let's analyze the reasons from our own perspective.
The first thing to focus on is salary. As you may have guessed, many companies only want to hire the most cost-effective people at the lowest salary, but this is obviously unrealistic.
Just like this netizen's complaint, looking at the company with such a disdainful attitude, how can you talk about success?
Matching the salary with the value of the talent is an important prerequisite for the "sale" transaction. On the contrary, if the company only stands in the "employer's perspective" and offers "assistant prices" to recruit managers, this obvious unfairness will lead to ineffective recruitment.
In addition, the recruitment requirements set by the employing department are too harsh, which is also the reason why HR is difficult to recruit.
You must know that really good people will not be easily unemployed, and those who are easily unemployed will inevitably lack some ability in some aspects. Of course, this is not excluded from corporate reasons.
In addition, due to the limitations of HR's own capabilities or fixed thinking, it is impossible to accurately get the point of job adaptation, which is also the key to recruitment difficulties.
For example, HR's talent selection and judgment skills are weak, or because they don't understand the business, they don't understand what characteristics are needed for people who are matched to the position.
The above three points can be said to be a common problem in the HR recruitment process, and only by finding a way to overcome it can we break through the passive situation of recruitment.
How HR can break through the current dilemma
Get out of the "strange circle" of difficult recruitment
1. Eliminate the "leakage mentality" from the company's perspective
Last month, a friend of mine who works as a graphic designer was looking for a job and was very angry.
She said that the company required both filming, design, and operation, which she could do, but in the end, she was able to negotiate the salary before she was able to pay 6K.
"You get what you pay for, you get what you pay for".
The benign relationship between talents and companies should be an equivalent exchange, and the idea of "hiring elites with low salaries" is just wishful thinking on the part of the recruiter, and it is also a common problem of many companies.
If HR wants to eliminate the company's "leakage mentality", it is necessary to give full play to its professional ability to collect salary data in the same industry and similar positions, so as to ensure that it provides an important reference in the salary determination process, so as not to let the recruitment end up due to the "cold" salary.
The so-called "it is difficult for a smart woman to cook without rice", HR can only make the company do this well, and the difficulty of recruitment will be reduced.
2. Rectify the "imaginary personality" of the employing department
Some department leaders recruit people, that is, the psychology of "both thinking and thinking", wishing that they recruited "all-rounders" and are proficient in everything, but you think, how is this possible.
If this is the case, then it will be too difficult for HR to recruit people.
I once wanted to correct the harsh recruitment requirements of foreign trade managers, personally experienced the whole set of business processes of foreign trade, iterated the recruitment requirements, and effectively expanded the scope of recruitment.
Therefore, when we encounter "unreasonable" recruitment requirements from departments, we must think about correcting their "imaginary persona". The effective approach is to truly understand the business skills of the position being recruited and objectively put forward reasonable recruitment suggestions.
It is necessary to let the employing department understand that there are no perfect candidates, only "flawed people" who are relatively suitable for the position.
3. Break the "stereotyped thinking" in the recruitment process
In order to reduce the difficulty of recruitment, in addition to the reasons for HR to overcome the company level and department, "stereotype thinking" is also worth noting.
It is mainly reflected in the fact that HR will define the meaning of talents or judge whether it is appropriate or not based on habitual thinking or personal preferences.
For example, in strict accordance with the recruitment threshold to card age, education and experience, etc., do not meet the requirements, do not communicate in depth, all refuse, this is an unscientific approach.
Because the one-size-fits-all recruitment method and conventional screening mechanism will not only increase the difficulty of recruitment, but also may "strangle" the right person in the bud, or miss out on excellent talents.
Therefore, it is relatively objective and reasonable to break the "stereotyped thinking" in the recruitment process and screen talents from a diversified and open perspective.
In addition, HR should also abandon the attitude of "job seekers are vulnerable" and put candidates in an equal position of communication, which is more conducive to improving the recruitment conversion rate.
end
Looking at the current unemployed talent market, some people choose to start a business because they have the courage, some people go all out to develop a side business because they don't want to be burdened by the job anymore, and then the last part of the people will choose to continue looking for a job.
Therefore, it is normal for recruitment to become more difficult in the face of talent tension with fewer and fewer job seekers.
As an interviewer, do you often encounter the following scenarios due to your own heavy work tasks and insufficient training in recruitment skills?
1. Evaluate candidates according to subjective preferences, and recruit a person who "I like" rather than someone who "I need";
2. Only pay attention to a certain aspect of the candidate's professional ability, and ignore the comprehensive assessment of the candidate's potential;
3. Insufficient preparation or even lack of etiquette before the interview, leaving a bad sense of experience for the candidate;
4. I don't know how to ask questions effectively and accurately, and identify candidates through the feedback of candidates' answers;
5. Insufficient proficiency in interview tools, methods, and skills, and unable to control the entire interview process well;
6. I don't know how to quickly establish a relationship of trust with candidates and complete a high-quality interview;
……
Interview skills are highly practical skills that can only be learned through training and are always practiced. It is not a knowledge-based ability, and cognition alone is not enough. Just like cycling and swimming, it is impossible to master it without many actual combat trainings, and it must be practiced repeatedly.