How to recruit human resources?

How to recruit people in human resources

There are actually many ways to recruit people in human resources. It depends on the number of people employed by the company to decide how to recruit people. Let's follow me to see the relevant knowledge about how to recruit people in human resources, hoping to help you. How to recruit human resources 1

We must expand the channels of human resources recruitment:

1. On-site recruitment

On-site recruitment is a way for enterprises and talents to have direct face-to-face conversations and complete recruitment interviews on the spot through venues provided by third parties. On-site recruitment generally includes job fairs and talent markets.

job fairs are generally initiated and organized by various governments and talent introduction agencies, which are relatively formal. At the same time, most job fairs have specific themes, such as "special sessions for fresh graduates", "special sessions for talents with postgraduate qualifications" or "special sessions for IT talents". By distinguishing graduation time, educational level and knowledge structure, enterprises can easily choose suitable special sessions to set up recruitment booths for recruitment. For this kind of job fair, the organization will generally review the qualifications of the applicants first. This preliminary screening saves a lot of time for enterprises and is convenient for enterprises to conduct more in-depth assessment of candidates. However, the segmentation of the target population is convenient for enterprises, but it also brings some limitations. If enterprises need to recruit several talents at the same time, they must attend several different job fairs, which on the other hand also increases the recruitment cost of enterprises.

The talent market is similar to the job fair, but the job fair is generally short-term centralized, and the venue is usually a temporarily selected gymnasium or a large square, while the talent market is long-term decentralized and the location is relatively fixed. Therefore, for some positions that need long-term recruitment, enterprises can choose the talent market as a recruitment channel.

On-the-spot recruitment can not only save time and cost for enterprises to screen resumes for the first time, but also make resumes more effective, and it costs less than other methods. However, on-site recruitment also has some limitations. First, it is regional. Generally, on-site recruitment can only attract candidates from the city and surrounding areas. Secondly, this method will also be influenced by the propaganda strength and organizational form of the organizational unit.

2. Online recruitment

Online recruitment generally includes enterprises publishing recruitment information online and even conducting resume screening, written examination and interview. Enterprises can usually conduct online recruitment in two ways, one is to publish recruitment information on the enterprise's own website and build a recruitment system, and the other is to cooperate with professional recruitment websites, such as ChinaHR.com, Worry-Free Future, Zhaopin, etc., to publish recruitment information through these websites and use the existing system of professional websites to conduct recruitment activities.

Online recruitment has no geographical restrictions, a large audience, a wide coverage, and a long time limit. It can obtain a large amount of applicant information in a short time, but it is accompanied by a lot of false information and useless information, so online recruitment requires a high degree of resume screening.

3. Campus recruitment

Campus recruitment is a recruitment channel adopted by many enterprises. Enterprises put up posters and give presentations at schools to attract graduating students to apply. For some outstanding students, they can be recommended by schools, and for some special positions, they can be directly hired by enterprises after being trained by schools.

Students recruited through campus are highly flexible and motivated. However, these students have no practical work experience and need some training before they can really start working. Moreover, many students are still unclear about their position because they have just entered the society, and their job mobility may be greater.

4. Traditional media advertisements

Publishing and broadcasting recruitment information on newspapers, magazines, television and radio have a wide audience, quick results and simple process, and generally receive more application materials, which also plays a certain role in promoting enterprises. Through this channel, the candidates are widely distributed, but senior talents rarely use this job-hunting method, so it is more suitable for recruiting employees in grass-roots and technical positions in the company. At the same time, the effect of this channel will also be affected by the influence, coverage and timeliness of the advertising carrier.

5. Talent agencies

On the one hand, this kind of agencies find talents for enterprises, on the other hand, they also help talents find suitable employers. Generally, it includes employment agencies for low-end talents and headhunting companies for high-end talents. It is the most convenient for enterprises to recruit by this way, because enterprises only need to submit their recruitment requirements to talent introduction agencies, which will find and assess talents according to their own resources and information, and recommend suitable personnel to enterprises. However, the cost of this method is relatively high, and headhunting companies generally charge 2%-3% of the annual salary of talents as headhunting expenses.

6. Internal recruitment

Internal recruitment means that a company announces job vacancies to employees and encourages employees to compete for posts, such as China Mobile. For large enterprises, internal recruitment helps to enhance the mobility of employees, and at the same time, because employees can be promoted or changed jobs through competition, it is also an effective incentive means, which can improve employees' satisfaction and retain talents. Internally recruited talents generally have a better understanding of the company and business, so they can enter new roles quickly without a lot of training costs for the company. However, this method also has some shortcomings. If enterprises use internal recruitment too much, enterprises will lack new ideas and new perspectives, and employees will have certain thinking inertia and lack vitality. In detail, internal recruitment channels include post announcement, post technical file and employee recommendation. Taking employee recommendation as an example, many enterprises in China adopt the method of old employee recommendation to recruit new employees, which is highly targeted and reliable. However, it should be noted that if employees in a certain area recommend too much, it is likely to produce some small interest groups. In order to encourage employees to recommend, enterprises can introduce some incentives. For example, at the beginning of 21, due to the surge of orders from enterprises after the financial crisis and the shortage of migrant workers, Foxconn in Shenzhen introduced a reward method for employees to recommend fellow villagers, including reimbursement of travel expenses to Shenzhen and bonus of 2 yuan.

7. Employee recommendation

Enterprises can recommend their relatives and friends to apply for positions in the company through employees. The biggest advantage of this recruitment method is that the information held by both enterprises and applicants is relatively symmetrical. The introducer will introduce the real situation of the applicant to the enterprise, which saves the enterprise from investigating the authenticity of the applicant. At the same time, the applicant can also understand the internal situation of all aspects of the enterprise through the introducer, so as to make a rational choice. Many enterprises have adopted this recruitment method, such as Colgate Company, which encourages employees to recommend and sets up some incentives. If the applicant is accepted, the introducer will get a certain bonus. However, when using this channel, we should also pay attention to some negative effects: in order to cultivate personal influence in the company, some internal employees or middle and senior leaders arrange their cronies in important positions of the company and form small groups, which will affect the normal organizational structure and operation of the company.

8. Personnel outsourcing

The so-called outsourcing, literally translated as "external resources" in English, refers to a management mode in which enterprises integrate and utilize the best external specialized resources, so as to reduce costs, improve efficiency, give full play to their core competitiveness and enhance their ability to respond quickly to the environment. In an enterprise, to improve the human resources department, it is necessary to set up various professional human resources personnel, such as "salary management specialist", "recruitment specialist" and "training specialist". The cost is relatively huge. However, many enterprises in China do not have such equipment, especially some small and medium-sized enterprises. From the perspective of cost performance, it is not necessary for them to set up so many personnel in enterprises of this scale, so they outsource this piece of management to personnel agencies, and professional human resources agencies are relatively more complete than their own enterprises. Enterprises use more professional things to improve the phenomenon of insufficient human resources, thus saving their own resources and creating the greatest value.

The benefits of personnel agency are to avoid risks, reduce disputes, reduce operating costs, save the time of personnel commissioners and improve work efficiency. Especially after the new labor law, outsourcing to avoid risks is worth promoting.

in addition, personnel outsourcing objectively reflects the general salary market in the labor market, provides a scientific basis for enterprises to carry out salary management, and lays a solid foundation for enterprises to attract, retain and motivate talents. According to the actual needs of enterprises, providing professional personnel services can not only enable enterprises to introduce advanced personnel management methods in time, avoid policy risks and improve employee satisfaction, but also save a lot of manpower, funds and time for transactional work. How to recruit human resources 2

How to recruit, employ and retain people in human resources management?

enterprises should also have a complete management mechanism for recruiting, employing and retaining people, so as to minimize the losses of enterprises.

First, recruiting people. Enterprises will create new jobs in the process of development. Our enterprises should take a long-term view. We should analyze the jobs that may be produced in the future, analyze their job nature and scope of responsibilities, and make full preparations for recruitment. In the recruitment process, experience and ability should be the first priority. However, it is totally unnecessary for some enterprises to have a bachelor's degree in recruitment, regardless of the position and the nature of the job. Of course, it depends on the position, such as a highly operational position. Education is secondary. The main point is that you are qualified for this job and do it well. For some management positions, experience and ability come first. Rich theoretical knowledge and practical experience are different concepts. When a college student just graduated, the proportion of academic qualifications may be very large when he finds a suitable job, but when he has certain work experience, academic qualifications are often not valued so much. The advantage of doing this for enterprises is that it can save the cost of employing people.

Second, employing people. Enterprises attract outstanding talents. How can enterprises use them? The above-mentioned recruitment methods can save costs, because enterprises don't have to spend a lot of time on training, and can create benefits for enterprises as soon as possible. But not without it. The rule of employing people is eight words-people make the best use of their talents. If one day the company tells someone that you are useless, then that person can go. It is precisely because of our own use value that we can find a job. If a person can be used for life, it means that this person is great. Therefore, enterprises should make good use of everyone and give full play to their expertise to create maximum benefits for enterprises. Enterprises should give employees a full play stage when employing people, so that employees will feel at home at work and serve the enterprise to the fullest. Why did you quit after working for a period of time? You know, the company also spent a lot of money on them. As soon as they leave the company, they have to recruit people from the beginning again, and the normal operation of the company may be interrupted, which will cause great losses to the company. So how to prevent employees from resigning?

thirdly, when employees resign, enterprises should think of losing a large sum of money, which includes direct losses and indirect losses of enterprises. Recruiting, training and salary are all direct costs. If the core talent of the enterprise resigns, the enterprise took a fancy to the fact that he can create greater value for the enterprise than the high salary and welfare. If a person's salary is 5 thousand a year, the value he creates for the company may be 5 million or more. Such an employee's resignation is incalculable to the loss of the enterprise. If the value he creates is lower than the salary and welfare paid by the enterprise, then he is of no use value to the enterprise.