How does HR refuse an unqualified resume during the recruitment process?

In the recruitment process, if HR refuses an unqualified resume, it can only show that the HR is unqualified. As a bridge between enterprises and job seekers, HR can really do well if it involves too many personal feelings and wants to "decline" everything. Pay attention to things that have nothing to do with work and discuss them openly?

Responsibilities of HR There are many responsibilities of HR, such as helping enterprises to save costs outside operations, optimizing human resources and finding outstanding talents. Everything needs HR hands-on, combining the existing environment and optimization strategy of the enterprise, making plans and methods suitable for the enterprise, and making yourself responsible for the work content, so as to continuously help the enterprise.

Take the interview as an example, HR meets the interviewer, HR represents the enterprise, and the interviewer represents himself. When an enterprise needs employment, after posting a recruitment announcement to the society or school, job seekers will choose whether to submit their resumes according to the conditions provided by the enterprise. One of HR's responsibilities is to screen out the employees who are suitable for the enterprise position from these resumes with job-seeking intention, and then conduct the first interview.

The relationship between HR and job seekers as mentioned above, HR and job seekers meet by chance, which means they don't know each other, and they haven't even met before the interview. The link between them is just a resume. Many HR think that pass is a method or way that needs euphemism, but this is a wrong idea. Rejection means euphemism and obscurity, which may lead job seekers to fail to understand their intentions. Now the cost of job hunting is so high, and it is precisely because of the euphemism of HR that many job seekers waste their time.

Therefore, don't treat job seekers who don't become colleagues as colleagues. You are just strangers. If you meet the job requirements, you can conduct an offer interview. If you don't meet the job requirements, you can just make an excuse or tell the other party the reason directly. This is more appropriate than refusing. It is also the principle of being a man and the professional ethics of HR. If you approve, you can tell the other party directly. If you don't approve, you can go through the other party directly, which is simple and direct, so that you can have more time to do other work.

HR's way of rejecting job seekers Although the way of rejecting job seekers is simple and direct, it is necessary to avoid some troubles as much as possible. There are many common and established "rejection" ways in HR, so let's talk about the common methods. Many HR will not only consider the job requirements, but also consider the individual's comprehensive ability when recruiting employees. Hire them if their ability is not strong, and only the right ones are the best.

If, during the interview, you meet a job seeker with strong comprehensive ability, even exceeding the job requirements, HR may judge that the other person does not meet the job requirements of the enterprise, because such job seekers may have unstable factors after joining the company, such as overwhelming their superiors and jumping ship in a short time. Therefore, when encountering such job seekers, the reason for refusal can be based on "ability", euphemistically telling the other party that the ability is too strong and the salary is low, and the temple is too small to hold the Great Bodhisattva.

However, this is only a hypothesis. Every HR has a different personality, and the methods and habits of communicating with job seekers are different. If you don't like this kind of telephone communication, you can choose the background information, email information or even SMS of the recruitment website to inform the other party, so as to avoid embarrassment for both parties and not involve euphemism or hurtful words.

In addition, it should be remembered that enterprises will set a threshold in advance when recruiting talents. When screening resumes, they should directly screen according to the threshold set before, and then select talents according to the results after the interview. As for those job seekers who have passed, they can directly tell each other that they have not been accepted without too much communication with each other. Euphemism is a kind of injury.