끝없이 늘어지는 채용은 (english ed)

늘어지는 채용 - 사진1

한글 원문 링크 : https://blog.naver.com/best-headhunter/223559846235

채용기간 지연이 끝없이 길어지는 경우에 대한 분석

 

A word that goes in 

Recruitment is sometimes a courage. Even though you've nominated a very good candidate for a certain position, there are times when everyone fails to get a single "interview opportunity" to recommend more than three or four candidates, not one or two. In the meantime, you're constantly asking for additional recommendations.

 

1. a recruiter who has not been successful for a long time

But that's not the case when I or anyone else has recommended ridiculously stupid candidates so far. There are very legitimate reasons why this candidate should not do this, and that candidate should not do this, but no one has passed except for those who do this.

At some point, when I give up searching and do other things, I get asked to recommend it again in a few months. This is the case when I still haven't gotten it. If you think wrong, you might think, "The passing line has gone down a little, so it will work out well if I recommend it again," and the hiring manager sometimes thinks himself, "I should take a good look at it from now on," but as he often says, "People don't change easily." When recommendations start again, the same thing tends to repeat itself. 

 

2. It's a legitimate reason, but there's a real reason. 

We call it "not urgent." Large businesses and large mid-sized businesses tend to avoid passing the TBH budget because they have to raise their intentions to carry over the budget when their hiring managers pass the quarter or half-year period with a TBH budget. However, if not, it can stretch indefinitely without time constraints.

I say it like it's a habit. " Busy, Busy," "You can't pick just anyone," "How do you pick someone you don't like?" But on the flip side, most of the time, the candidates you drop out have gone to other companies and done a very good job, are rated well and do a great job. (Not everyone recommended headhunters.)

It seems to me that you do not have the courage. You are unable to make up your mind because you lack the ability to make up your mind, and you are constantly looking for better candidates. Because you are insecure about your judgment and don't like the responsibility you have to take in the event of bad consequences, you are constantly being cautious.

 

3. Errors in recognition of reality and delayed recruitment period only in foreign companies  

In other cases, the hiring manager's eye level does not match the eye level of the company in the Korean market. In the case of foreign companies that establish a branch office in Korea for the first time, most of them are very famous and well-known in their home country where HQ (headquarters) is located. Therefore, it has entered the Korean market, which is less than 2% of the global market in terms of the size of the IT consumption market. In such a case, at the beginning, the eye level of the foreign HR manager in charge of hiring at the company may be ridiculously high. This is the case where the Korean market is mistaken for the market in one's own country.

 

Especially these days, there are some phenomena in Chinese companies. Chinese companies that have entered Korea have succeeded in a massive scale of business for 1.4 billion people on all continents in China. Therefore, in China, whenever there is a job posting, the best academic background in China, foreign students, and first-class or top-class candidates with great experience flock to the country, but this is not the case in Korea. 

 

If you send your resume, you'll be eliminated from the HQ's human resources department before you even reach the Korean hiring manager. It doesn't bother you. When I talk to the Korean hiring manager, he says, "You can't help it." In that case, hiring will be very delayed, and people who work will have to suffer a lot. However, in this case, it won't take very long because the high hurdle is coming down shortly before that time passes.

 

4. Conclusion

Hiring is also a "courage." No one knows until the person sitting in front of me has joined us and said, "Would you really do a " great job" or not?" So, of course, you should be cautious, but if you continue to fail to recruit someone, the adverse effect will come to the conclusion of picking "anyone" when the job is really busy and someone is in a real hurry.

 

Timeliness is competence.

 

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