What are some reliable recruitment channels?

HR is familiar with the recruitment channels. Isn't online recruitment, on-site recruitment and headhunting recruitment just a few treasures? So which recruitment channel is more reliable? Let's take a look at the reliable recruitment channels in August 18.

I. Internal recommendations

1, recommended by employees

Formulate some incentive policies to encourage internal employees to recommend. For example, what is the reward for recommending a successful position?

2. Internal rotation

It is to consider the rotation of some important positions that are difficult for insiders to recruit and then recruit those vacant positions, which can reduce the difficulty of recruitment.

3. Contact information of resigned personnel

Resignation is also an important resource for the company, because he knows the company well and can recommend and publicize it. It is also very important to do a good job in employee turnover management.

Second, mobile network recruitment

We are familiar with mobile network recruitment, including WeChat, official WeChat account, Weibo, QQ, micro-video, mobile recruitment APP and so on.

1, community recruitment

Now WeChat group is an important position for most people to be active, and the popularity of qq group is far less than before, but according to statistics, there are more people playing qq space after 90 s and 95 s, which needs attention.

Friends circle and qq space release time:

Although many people's circle of friends want to send it, there are rules in it. Provides you with four stages:

First, in the early hours of the morning, there are relatively few messages sent at this time, and the first action of many people getting up early is to pick up their mobile phones to see their circle of friends and read WeChat, and the recruitment information can be easily seen.

Second, everyone is busy with work during working hours, and it is difficult to take care of WeChat group and friends circle. After work at noon, after dinner and before going to work in the afternoon, it is the peak time to see friends.

Third, it is a peak after dinner at eight o'clock in the evening.

Fourthly, the peak time for people to read WeChat before going to sleep is from 10 to10 in the evening.

2, micro video recruitment

In addition, micro-video is a very important way in the field of marketing, and it is also a popular way now. It can be used for reference and used in recruitment. On the one hand, we can make a video of our company and put it online for the planning company to promote. The published content must be short, direct and focused.

3.APP recruitment

Now many things can be solved on mobile phones, and the mobile Internet has really come alive, so our recruitment can also be realized through mobile phones. Now many recruitment websites have their own apps, which you can download and use in real time.

Third, website recruitment.

Website recruitment includes national recruitment websites, local websites, industry portals and some search websites. The recruitment website ranks first in the recruitment channels, and has the best effect in all recruitment channels, providing the most resumes.

So how to tap the potential of recruitment websites? We need to do the following:

1. Information description of job posting. Recruitment information must be attractive.

2. Daily information refreshes top. Keeping information fresh will be seen by more people instead of being sunk;

3. Application of home page display. Many recruitment websites will include home page display in their packages to enhance their popularity.

4, keyword search, first tight and then loose. When searching for resumes, try to find as many related resumes as possible. For example, the initial search terms are: age, gender, major, graduation year, etc. But if you remove the major or graduation year, you will find a new resume. At the same time, you can change a few more keywords, and there will be new gains.

5. Review of resumes. Before downloading your resume, you should quickly browse and judge whether it meets the requirements, and look at the key elements such as work experience, working years and home address, and quickly judge whether it is appropriate within ten seconds.