Why are it difficult for many companies to recruit people? Let me talk about what our company should do next from a personal point of view!

Recently, I have been busy recruiting people in the company, but the effect has been unsatisfactory. Although our company's products are well-known in the industry, our new products are still in the question mark stage, so don't be too emotional about capital investment.

The treatment provided by our company is still good, and the company's personnel training system can be said to be relatively comprehensive. The only thing is that the company's corporate culture construction is not in place. In the recruitment process, few people apply for the positions of php programmer and product manager. Even if there is, the technology is a mess and the salary is still very high. There are many other people who apply for sales and web artists, but few people are really suitable for the position. This has to make me a little puzzled. I remember when I first entered the society, it was really easy to find jobs, and many of them were really related to my major, but it was almost impossible to mix in other people's companies with that knowledge, so I kept a low profile and really learned knowledge from this company. Therefore, if candidates can realize that their skills are several catties and two taels, the job should not be too difficult to find, and they are afraid of people who brag but are half-baked. It is difficult for many companies to recruit people, in fact, it is difficult to recruit the right people. Some job advertisements in our company are not well done, and there are some problems in the location of the company, so those IT elites basically don't pay attention to the development space of our company. We can all realize this, and we will never cultivate that pretentious guy, which puts us at a fork in the road. At this time, I am considering a question, why are those capable job seekers not very positive about the recruitment information of our company? I think this comes down to two points: First, the recruitment publicity is not in place. In the past, we basically published information in some free sections. Although many people can see our recruitment information, the credibility of the information has also decreased. First of all, because college graduates have no experience in finding jobs, they basically look for recruitment information through search engines, such as "Baidu-Shanghai php programmer recruitment", which is a form of obtaining information, and then enter some professional recruitment information websites through Baidu links, and then search for jobs suitable for them on that recruitment information website. If not, go back to Baidu search page and continue to click on the next link ... So, the information released by our company is easily lost by some unemployed people. Then, I will analyze how people with job hunting experience search for the recruitment information they need. When I came to Shanghai for the first time, I met some friends who have worked for one or two years, including those who are engaged in business, php development, sales and so on. When they are looking for a job, they basically publish their resumes directly on some well-known recruitment information websites or contact some recruitment companies, instead of clicking at random through search engines. They have a subjective understanding of the quality of some recruitment information websites and the degree of false information, so they will rely more on the websites they trust, such as Zhaopin, ChinaHR, etc., but these websites often charge fees, such as 58 cities and fairs. Although these websites now charge through celebrity endorsements, people who have worked for one or two years are no longer concerned. Finally, I want to talk about the advantages and disadvantages of posting recruitment information in some IT forums. The people who can go to IT forums are basically people who are keen on computers or engaged in computer work, but they often go to forums with obvious purpose, and few people will go to forums aimed at finding jobs. Even if there is a recruitment section in the forum, they seldom read it at any time. Second, the recruitment information is unattractive. At present, there are many companies in the computer industry, and the requirements and treatment of recruitment information are similar. It's nothing, but it's hard for job seekers to choose If there are 10 companies that meet the requirements, then he must choose the one closest to where he lives now. I wonder if this is a common problem. Almost all foreigners come to Shanghai, and they prefer to find jobs in the areas where they live. First, it's troublesome to run around. Second, he is not very active in finding a job. Third, he stayed in one place and didn't want to go to a new place. Fourth, companies far away from him are not attractive to him. Like our company, newcomers to Shanghai rarely choose to live in Minhang District, but those who have stayed in Shanghai for a long time rarely find jobs. Through this analysis, we can see why people who are capable do not apply, but those who are not. Of course, this is my subjective judgment, but I think from the perspective of the post-80 s. Then, why do some qualified people fail to come after the interview, or feel uncomfortable after a few days? This is indeed a problem, but I think it is a problem of enterprise attraction and leadership execution. How to make a company attractive, the most basic thing is to make employees feel safe, have a team atmosphere and complete hardware facilities. This is the soft demand that new employees care most about after joining the company, and such soft demand requires the company to have certain influence; In the whole output process of an enterprise, the leader's execution is the most important. If the leader does not have a specific operation process when assigning tasks to employees, then employees will not know what standards to use to complete the tasks, because the thoughts of leaders are always more advanced and authoritative than those of employees. Generally speaking, the biggest asset input and output of small and medium-sized enterprises is human resources. To put it mildly, if there is a problem in a certain link of human resources, it will have more or less impact on the company, which is different from that of large enterprises. Therefore, as far as our company needs to establish a new team, we should not focus on how to recruit and retain people, but should establish our own management mechanism. This management mechanism is not a copy, but a characteristic management scheme that conforms to the present situation of our company. If a unique management plan is formulated, a series of problems such as the survival, manpower and development of enterprises can be simplified. However, this unique management mechanism requires a clear strategic deployment. Personally, I put forward two schemes that I think are feasible: one is bluffing. Considering the present situation of our company, if we want to expand the scale, we must definitely invest a sum of money, which is obviously unrealistic. Therefore, we must find ways to make job seekers feel that the scale of our company is ok, and small-scale enterprises must enlarge the scale by a hundred times, and then show it to employees, so that employees can have a psychological comfort. How to bluff, and how not to show this bluff in a subtle way, will take some brains. Second, crawl forward. We can lower the recruitment requirements a little, let the company work first, then continue to recruit some capable people, then lay off employees, eliminate those unqualified employees, and adjust the company's management model to meet the original standards of our company's employment mechanism.

In fact, we all understand these reasons, but I hope that the members of our company should have a sense of ownership, not only consider the long-term prospects of the company, but also take the time to minimize the problems that the company expects to solve. Every employee's discussion of the company's development trend should be based on specific data, that is, he should list his own forecast table, and there should be a weight analysis of various possibilities in the forecast table, so that you can have a say, otherwise there will be no weight analysis of the pros and cons of one thing, okay? Not everything is waiting for the company leaders to solve!