How to choose recruitment channels to make recruitment more efficient

For now, we all know that the recruitment channels of general enterprises mainly include the following:

1. Traditional media

2. Talent recruitment fairs (on-site Recruitment)

3. Online recruitment

4. Campus recruitment

5. Talent exchange service agency

6. Employment agency< /p>

7. Internal recommendation

8. Applicants come directly to apply for jobs

9. Personnel outsourcing

10. Headhunting company.

As an ordinary enterprise, it will certainly not involve all the above recruitment channels. According to its own situation and talent demand, enterprises choose recruitment channels that suit them and recruit talents that are suitable for the enterprise. This is undoubtedly the top priority of enterprise recruitment.

1. Efficiency/Cost Analysis of Different Recruitment Channels

Conclusion:

High output with small investment: internal recommendation, online recruitment;

< p>High investment and low output: on-site recruitment, newspaper recruitment and headhunting.

Countermeasures:

Internal recommendations can increase publicity and incentives;

Open more online recruitment websites;

Newspaper advertisements can fully build momentum;

Optional participation in on-site job fairs;

In-depth development of headhunting channels.

2. How to choose recruitment channels according to the recruitment positions

3. How companies choose appropriate recruitment channels according to the development stage

4. How to combine recruitment channels Application

1. Under what circumstances is it necessary to rationally combine channels?

★ Cross-industry comprehensive enterprise groups

★ Fast-growing companies need to expand to other places

★Emergency recruitment during recruitment burst period

★Recruitment positions have obvious levels and differences

★Recruitment channels are single, and some core positions are difficult to Breakthrough

★Others...

2. How to reasonably combine recruitment channels

Carry out statistical analysis of phased recruitment data. For example, the number of resumes, number of interviews, and number of admissions must be recorded.

Thus, the indicator for evaluating the effectiveness of recruitment channels is calculated:

Effective resume rate (number of interviews/total number of resumes)

Interview acceptance rate (number of admissions/interviews) Number of people)

Comprehensive success rate (valid resume rate * admission success rate)

The above three indicators can be calculated quarterly, half-yearly and year-end.

5. What are the effective channels for hunting mid-to-high-end talents (case sharing)

1. Case background

A real estate company ranks top in the regional industry market Ten, is a new star that has suddenly emerged, and has formed a good brand awareness and reputation in the regional market;

In recent years, the profit situation has been better, and it is in a stage of rapid development. At the same time, relying on abundant land The reserve has established a foundation for sustainable development. There are currently high-quality large-scale projects in operation, and there is an urgent need for middle- and senior-level talents to join;

In terms of management, it has gradually realized professional and standardized management, with an open-minded concept of employment and talents. The team is full of passion for innovation and awareness of efficient collaboration.

2. Recruitment tasks and requirements

Task: Establish 2 off-site project development teams (each with 7 mid-level and senior-level positions)

Conditions:

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The age of talents is set at 30-35 years old (the project general manager can make a breakthrough, but cannot be more than 40 years old);

Proficient in the professional field of real estate development and have strong practical ability;< /p>

Have participated in the entire development of large-scale well-known real estate projects, and have a holistic and forward-looking perspective;

Have good professional qualities and adapt to professional management methods;

Have Passionate about work, good at pioneering and innovating, and aiming to become a professional manager;

Strong plan execution and communication and coordination skills, and good at integrating various resources.

3. Carry out recruitment “Blue Ocean Operation”

Recruiters actively search for talents through the online talent pool;

Establish mid- to long-term mid- to senior-level talent recommendations with recruitment websites Channels;

Collect business card collections of the company’s middle and senior managers to tap available talents;

Require business departments to provide outstanding talents they discovered during project cooperation;

< p>Purchase a ready-made industry name information database;

Ask new employees on their first day at work: "Who are the other outstanding talents in the company you worked for before?"

Invite the company Internal key employees provide a list of competitors they have fought against;

Establish an internal employee recommendation system to reward employees who recommend outstanding talents;

Review the information released by competitors Announcement, pay attention to the list of talents hired and promoted;

Look in the database for the list of highly qualified talents who have applied for the company (but not been hired);

Participate Gatherings of industry elites, including seminars, business meetings, exchange meetings, job fairs, training fairs and even leisure and entertainment gatherings, etc., to "capture" talents in a timely manner;

Large-scale job fairs for middle and high-level talents and well-known enterprises "Ambush" talents at special job fairs;

Issuing online "talent wanted orders" and offering high "rewards" to those who recommend outstanding talents;

From the reference information provided by the applicants Mining;

4. Recruitment results

After the above unconventional multi-channel operations, Company A successfully completed 80% of the task of building a project team in just two months. It laid a good foundation for the smooth development of the project.

6. Development Trends and Emerging Channels of Recruitment Channels

The scope of enterprise recruitment is extended, recruitment and headhunting are integrated, and the importance of marketing capabilities is highlighted. Recruitment happens anytime and anywhere, turning into a full-staff marketing system that integrates resources. Channels are moving towards personalization and diversification. For example, online channels are subdivided into online hunting (online bounties), mass mailing and text messaging, industry and professional websites and forums, websites organized by specific groups (MBA, professionals, alumni), chat rooms (groups, groups), QQ group. Job Blog. In addition, there is the sharing of resources among peers and the sharing of resources among peers; address books for participants in training classes; part-time headhunters; electronic newspaper station displays and mobile TV terminals in buses; high-end office buildings and high-end residential buildings LCD advertising display at the elevator entrance; casual peer gathering venue - bar job fair; TV media job search PK, such as Zhaopin Recruitment "Absolute Challenge"; enterprises open to receive external visits; establishment of corporate universities to combine training and recruitment .

Nowadays, the war for talent has entered a fierce stage. Enterprise recruitment is not only a battle with competitors, but also a battle with itself. In this war, the channel war is undoubtedly the wisest and most important battle. In this war, opportunities and risks coexist, requiring both wisdom and courage. The former is more needed in channel selection, and the latter is more needed in channel execution.