Seek good recruitment channels and methods?

On-site recruitment, online recruitment, campus recruitment.

On-the-spot recruitment On-the-spot recruitment is a way for enterprises and talents to have a direct face-to-face dialogue and complete the recruitment interview on the spot through the venue provided by the third party. On-site recruitment generally includes job fairs and talent markets. Job fairs are generally initiated and organized by various governments and talent introduction institutions, which are relatively formal. At the same time, most job fairs have specific themes, such as "special session for fresh graduates", "special session for talents with graduate education" or "special session for IT talents". By distinguishing graduation time, education level and knowledge structure, it is easy for enterprises to choose suitable special recruitment booths for recruitment. For this kind of job fair, institutions will generally review the qualifications of candidates first. This preliminary screening saves a lot of time for enterprises, which is convenient for enterprises to conduct more in-depth assessment of candidates. The segmentation of the target population is convenient for enterprises, but it also brings some limitations. If an enterprise needs to recruit several talents at the same time, it must attend several different job fairs, which on the other hand increases the recruitment cost of the enterprise. The talent market is similar to the job fair, but the job fair is generally concentrated in the short term, and the venue is generally a temporary gymnasium or a large square, while the talent market is scattered for a long time and the location is relatively fixed. Therefore, for some positions that need long-term recruitment, enterprises can choose the talent market as the recruitment channel. On-site recruitment can not only save the time and cost for enterprises to screen resumes in the first time, but also make resumes more effective and less expensive than other methods. However, on-site recruitment also has certain limitations. First of all, it is regional. General on-site recruitment can only attract candidates from the city and surrounding areas. Secondly, this method will also be influenced by the propaganda and organizational form of the organizational unit.

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 their own websites 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 for recruitment activities. Online recruitment has no geographical restrictions, is subject to many, covers a wide range and has a long time limit. It can get a lot of information about candidates in a short time, but with a lot of false information and useless information, online recruitment has higher requirements for resume screening.

Campus recruitment Campus recruitment is a recruitment channel adopted by many enterprises. Enterprises put up posters and introduce them in schools to attract graduating students to apply for jobs. For some excellent students, they can be recommended by the school, and for some special positions, they can be directly employed by enterprises after school training. 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 not clear about their own position because they have just entered the society, and their job mobility may be greater.

Traditional media advertisements publish and broadcast recruitment information in newspapers, magazines, television and radio, which has a wide audience, quick effect and simple process, and generally receives more application materials, which also plays a certain role in promoting enterprises. Through this channel, candidates are widely distributed, but senior talents rarely use this job search method, so it is more suitable for recruiting employees at the 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. On the one hand, talent introduction agencies find talents for enterprises, on the other hand, they help talents find suitable employers. Generally, it includes employment agencies for low-end talents and headhunting companies for high-end talents. It is most convenient for enterprises to recruit in this way, because enterprises only need to submit recruitment requirements to talent introduction institutions, 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 20%-30% of the annual salary of talents as headhunting expenses.

Internal recruitment Internal recruitment means that companies announce job vacancies to employees and encourage employees to compete for posts, such as China Mobile. For large enterprises, internal recruitment helps to enhance the mobility of employees. At the same time, because employees can get promotion or job-hopping through competition, it is also an effective incentive means, which can improve employees' satisfaction and retain talents. Internally recruited talents are generally familiar with the company and business, and can quickly enter new roles without the company paying a lot of training costs. However, this method also has some disadvantages. If enterprises use internal recruitment too much, they will lack new ideas and new perspectives, and employees will have certain inertia and lack vitality. In detail, internal recruitment channels include post announcements, post technical files and employee recommendations. Taking employee recommendation as an example, many domestic enterprises employ the old employee recommendation method to recruit new employees, which is highly targeted and reliable. However, it should be noted that if employees in a certain field 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 20 10, due to the surge of enterprise orders and the shortage of migrant workers after the financial crisis, Foxconn in Shenzhen introduced a method to reward employees for recommending fellow villagers, including reimbursement of travel expenses to Shenzhen and a bonus of 200 yuan.

Employees recommend their relatives and friends to recommend companies to apply for positions in the company through employees. The biggest advantage of this recruitment method is that the information held by both the company and the applicant 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 learn about 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, 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 in the company and form small groups, which will affect the normal organizational structure and operation of the company.

The so-called personnel outsourcing, literally translated as "external resources" in English, refers to a management mode in which enterprises integrate and utilize the best external specialized resources to reduce costs, improve efficiency, give full play to their core competitiveness and enhance their ability to adapt 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 domestic enterprises do not have such equipment, especially some small and medium-sized enterprises. From the perspective of cost performance, it is not necessary for an enterprise of their size to set up so many personnel, so outsourcing the management of this piece to a personnel agency company, a professional human resources agency company is relatively more perfect than its own enterprise. Enterprises use more professional things to improve the shortage of human resources, thus saving their own resources and creating the greatest value.

The benefits of personnel agency can 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, improve employee satisfaction, but also save a lot of manpower, money and time for routine work.