Many companies are worried that they cannot secure human resources who match their company's philosophy and who have the skills they need. The following are the reasons why companies are unable to secure the human resources they need. Does not clearly show the image of the person you want to hire You cannot set targets that consider the job hunting market and the market value of your company You are not able to conduct recruitment activities using appropriate media In particular, if you start recruiting with a vague image of the person you want, you will end up with only job seekers who are not what your company is looking for. Not enough applicants In the first place recruitment activities cannot be carried out until applicants are collected.
Excellent human resources are often not on the market in the first place. withdrawn during the election There is also a pattern that even though the selection has progressed to the middle, for some reason it is declined in the middle . as a cause There is a problem with the person in charge of recruiting The mobile number list selection speed is slow, so applicants escape. The attractiveness of the company is not sufficiently conveyed. Such will be considered. In particular, the speed of selection is important for securing applicants. If it takes more than a month from submitting a resume to interviewing, many job seekers leave. Retired soon after being hired Even if you work hard to recruit people, there are cases where they leave immediately . According to a questionnaire survey by the Small and Medium Enterprise Agency , the turnover rate of SMEs three years after hiring is about and short-term turnover is a problem for many SMEs.
If you leave the company immediately after being hired The boss's management is inadequate There is a problem with the support system after joining the company We hired people who did not fit the company culture Other causes are possible. Points to review when recruitment does not go well If recruitment is not successful due to various factors, let's review the following points. We will also explain which of the above patterns can be solved. Clarify the purpose of hiring First, clarify the purpose of the recruitment. If you clarify the purpose of hiring, you can prevent the failure of "the person you want does not come." For example, if you set a goal such as "I want an accountant" or "I want a person in the position of a manager", people who fit that will apply. Describe the person you want in concrete terms In order to gather people who match your company.