subject: Science And Technology Enterprises To Recruit A Few Should Be Avoided "taboo" [print this page] Science and technology enterprises to recruit a few should be avoided "taboo"
I recently just read an article about the "corporate recruitment often committed ten errors" (Top 10 Mistakes Employers Make When Recruiting, and Hiring) article. Although I am engaged in recruitment in the electronics industry, only half a year, but has almost come across a scenario described in this top ten list of errors!
These common mistakes, there are many aspects that are challenging the conventional wisdom of the employers in the process of recruitment of new, and may even harm the high-tech companies in the increase of key personnel in order to promote the company operating. I introduced a couple of text called "taboo" in this focus:
Too many people involved in the interview process, or even should not participate in the intervention
Some companies interview job seekers up to eight times. Their thinking is that more people's eyes / ears together to screening job seekers. But the reality is, human resource managers often just want to spread the risk of recruitment.
Many studies have shown that only in a deep 'pain' of the urgent need for personnel (such as the departments directly under the manager) involved in the hiring process in order to really successfully to recruit fresh blood, "according to the author of this article, Tony Beshara said, "In fact, other studies have also shown that the number of people participated in the interviews with the recruitment process more than three, undermining the chances of recruiting or hiring is not any higher."
In addition to the many people involved in the recruitment process, the wrong people to be dragged in is also very dangerous. The best will be directly or indirectly, with new employees to work together, as well as potential beneficiaries (or victims), may be caused by the admission of new employees. In this process, and what "painful experience" the interviewer is unlikely to take seriously the responsibility of the interview / recruitment and commitment.
You might say recruiters are often unable to identify with. This may well be right, in addition to the recruitment of staff to ensure that the majority of job seekers outside of their recommended. Provided to ensure that range from 30-90 days, may include the replacement of recruiting candidates in a variety of situations and even in some cases to give a refund. In addition, good recruiters are well aware that their credibility and recommended the hiring who are inextricably linked.
Be able to employ what kind of staff and required to pay the salary conditions there are unrealistic
As Beshara pointed out that everyone is hoping to recruit a workplace on a rock star (rock star), but this does not mean that such personnel are available or willing to work for your company.
In addition, I think that the domestic unemployment rate is high will be able to easily find the ideal employees, this idea is too hasty. In general, the unemployment rate in the "rock star" is clearly much lower than the national average unemployment rate! Whether it is not the industry's "rock star, four-year university degree, the unemployment rate of about 4%.
Want to really understand the reality of the job market the only way is the cumulative experience of job seekers interview, recruiters interview job seekers, in order to know how much salary can I find what kind of employees. Workers have inflated ideas for new staff or can provide salary company may face a long time vacant positions dilemma, because they have been waiting for so-called "perfect".
Recruitment process time spent too long
Another taboo is too long a time spent in the whole recruitment process, which will be exacerbated because there are too many staff involved in the interview process. In addition to outside intervention, the more people who could delay the process, a timely and efficient way to resume screening and response, call back, the initial interview, and arrange face-to-face interviews, then, are likely to delay the whole process of recruitment .
Many people believe that to fill a need for approximately 30 days. However, according to the article's author, Tony according to Tony Beshara, in fact, between 90-120 days why? Deceptively simple (not easy, but simple) always procrastination. "But good talents usually have more choice once the job seekers actively looking for work, the general would not be limited to accept a company interview. Of course, for a more active and decisive company, job seekers may be ignored.
I recently received a job-seekers turned down a good job opportunities, because she received in the same week another company to provide better conditions to give her little jobs. My client in the recruitment process took four months, the second company in three weeks out of the conditions for hiring her! If my client again a month before a decision, then you can successfully identify suitable candidates! Time to decide everything, like Beshara said, "excellent candidates candidates 'shelf life' is getting short!
According to resume information to decide whether or not interview job seekers
Over-emphasis of basic information on the resume is a corporate recruitment of new blood is another error. Industry observers have estimated that, you do not hire a person, and 40% according to this person feeling right decision, rather than resume format, font style or keyword. Many job seekers will want me to read his resume, re-correction after give them some advice. Of course, the resume should provide correct information, but not actually the right way for a writing resume. If any, retrieved on Google for "how to write the biographical notes of 359 search results for" word, it will not appear!
Biographical information should be considered as a higher level of screening tools, in order to help determine the ideal candidates. Make a phone call to the ideal candidate to chat, or an officer of the organization (or recruiter more suitable) to filter only needs to spend 10-15 minutes. In general, I think that a resume is only about 15 seconds of time take a look at his educational background, previous work experience, as well as any job-hopping history. Job seekers through 15 seconds of the test, I will first arrange a telephone interview, expand really detailed scrutiny of the process.
