In contrast, for small businesses, this is considered the most difficult period of the year. Although businesses try to retain employees by increasing salaries, promotions, and holidays bonuses, many employees still quit when there are new and better opportunities.
On the other hand, according to many surveys, the cost to train and guide an employee is many times higher than that of a trained professional. On average, new employees need one to two months to get used to the company, three to six months to understand the professional work and at least a year to do well. “However, the trend of changing jobs makes an employee's contribution time shorter, they can leave the company after only a few months of working. This limits the development of enterprises when they are constantly struggling in the cycle of recruitment - training - job hopping of workers", said a human resources director of a foreign company.
Also from her point of view, to solve the problem, online recruitment is considered a modern and effective form that many businesses and employees have used in recent years. With the advantage of a large number of users, a large and diverse number of profiles, you can choose the industry, salary, qualifications and qualifications ... recruitment websites are increasingly popular and effectively support operations.
However, many units still do not know how to take advantage of the potential of this platform, leading to despite posting a lot of information on many job search websites, the recruitment efficiency is not high. According to a share from a human resources director of a domestic trading floor, the cause stems from the fact that businesses misjudge the importance of finding the right people and jobs. The recruitment process still has many inadequacies, lack of specific planning and direction, making businesses not reach the right people they need.
The solution to this problem is to build a specific, detailed and clearly targeted recruitment plan. What is the human resource structure of the enterprise? How many people, how many positions, which positions can be concurrently, which positions are independent, which positions need full-time and part-time employees? What are the requirements for personality, skills, education and experience? What is the salary and benefits like? What are the differences in the company's culture and environment? How long is the training period, what is the potential for development, is it a short-term or long-term employee...
The selection of recruitment channels is also a strategy that businesses need to pay attention to. With the development of technology, online recruitment websites have many advantages. However, businesses need to carefully study their human resource development goals and plans to choose the right recruitment channel.
The way to cope and improvise with the changing situation of employees is that businesses need to build a clear recruitment plan and choose reputable recruitment channels to find the right companion. Besides, the convenience and speed factor also needs to be focused.
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