As a recruiter, you can't say that the user department lowers expectations, but you should have a deeper understanding of the main recruitment needs, and the demand for the main abilities should not exceed five. Such as learning ability, adaptability and so on. There are different needs according to different positions. Also, for you who are just getting started and can't grasp the needs of the employer well, attending the daily meetings of the department and interviewing the employees of the department will make you gradually realize the real needs. As long as you work hard, you should do it well. Bill Zhao, an independent planner, must first keep the responsibility boundary between HR and the employing department, make clear what he should be responsible for, and promise to be responsible to the end, such as false resumes, such as sexual orientation evaluation, such as value orientation, such as competitive sensitivity (don't let competitors' spies in), and so on. Then it is to draft job advertisements, try to refer to the signboard advertisements in the same industry, and let the employing department put forward specific amendments. You can improve them from a professional perspective. Then, there are online screening and HR interviews. During the interview, you should pay attention to matching the evaluation results and values of each candidate with the direct supervisor of the employing department and give your independent scoring opinions. In short, although you are a newcomer to HR, you have a specialization in the so-called industry. In the major of HR, you can be both professional and pay attention to process and details, and stick to the moral bottom line that HR should keep. In this way, you will give people the impression that the employing department is willing to take responsibility and is' not easy to provoke' (you can't easily pass on the responsibility you shouldn't take), and you can stand more firmly. Zhang Haofan CC-Wise Consulting 1. Understand the basic business process of the employing department and deeply understand the work nature and organizational structure of the employing department; Second, conduct market research on the personnel to be recruited, understand the general distribution and cost performance of such talents in the market, and master first-hand information; Third, conduct in-depth consultation with the employing department, optimize the unrealistic demand of the employing department in combination with the actual market situation, grasp the core points of recruitment, and then start the recruitment work around the core points. Wang, CEO of Resources Company, as a newcomer, do you really know whether these requirements are realistic? It's probably just that you lack confidence or experience. If you casually say that this is impossible, it is very dangerous. Maybe you just can't do it. There is no such person. Unless you are 100% sure, you are telling others that you are incompetent. So before communicating with the employing department, you can talk to your boss to see what he thinks and whether these requirements are realistic. You also said that you just entered the HR field. According to your experience, how reliable will your judgment be? So ask your boss to give you some guidance on where to find such talents, where to find them and how to find the right talents. As HR, your duty is to help the employing department recruit good talents, not to tell them what to do and what not to do, unless you have evidence, for example, you have tried to find many candidates, but you just can't find the talents you need. Remember, when you want to persuade others to change their minds, you must first produce evidence. Yan Huang, first of all, negotiated with the employing department and asked the employing department to issue some feasible employment demand forms, instead of talking about some impossible talent requirements on paper; Secondly, strive for leadership, let the employing department participate in recruitment together, and let the boss understand that recruitment is not only a matter of HR department, but also the employing department has core talent resources that can be recommended to the company; Third, increase the input channels of talents, such as on-site recruitment, headhunting, internal recommendation and internal selection. Finally, take the initiative to find the right person. If it is really bad, you should take the initiative to visit.