Human resource management-how to determine the appropriate recruitment channels

There are several ways to judge whether the recruitment channel is effective and suitable for the industry and the position to be recruited:

1, consult peer users.

HR in the same industry is the most direct and labor-saving feedback to each channel, but its judgment result lacks certain representativeness and needs to be comprehensively judged by combining other indicators;

2. Job search channels based on target customers (potential job seekers).

Log in to the recruitment channel as an enterprise user, search for potential job seekers in the background, analyze the number of job seekers who update their resumes every day, and check the resume quality of some difficult candidates. Comparing the quantity and quality of background resumes of several channels can also be used as reference data to judge the effect of channels (HR should learn to use its own network resources and seek the help of recruitment website platform when appropriate).

Recruitment channels are like water pipes, and running water is like target customers or potential job seekers. Although the layout of the pipeline determines the direction of running water, if the water quality is good, the pipeline must be connected to a suitable clean water source.

Where the clean water source is, your pipeline will be connected, and the selection of recruitment channels will also be connected.

3. Analyze the number of peer customers in the proposed channel.

Log on to the proposed recruitment channel as a job seeker, search the recruitment information of enterprises in the same industry and position, and analyze their quantity, professional title and salary. The analysis of these information also verifies or supplements the judgment of 1 in a certain sense. You use it, I use it, everyone uses it.

Some people say that it is not asking for trouble to spend so much effort in choosing recruitment channels. The fact is that some recruitment channels are very effective in this industry or city, but they are ineffective elsewhere; The fact is that different positions will have different effects in different recruitment channels; In fact, due to the age of job seekers and the modernization of various job information browsing tools, the effect of the same position in the same recruitment channel changes with time.

For example, 58 cities in Jiji.com and Urumqi are very effective in recruiting salespeople in the retail industry, but they are not suitable for salespeople in the financial industry; For example, 20 1 1-20 13, newspapers are the best recruitment channel for salespeople in the retail industry, but after 20 13, they gradually turned to the internet.

On what basis did you come to such a conclusion? What's your basis? These judgments come from article 4.

4. Evaluate the recruitment channel effect process. If there is, change it and then encourage it.

If the above 1-3 is the basis of expanding new recruitment channels in unfamiliar industries or environments, then the evaluation of recruitment channel effect in the later use process is the key link to adjust recruitment channels and improve recruitment effect. Recruitment summary is indispensable to the evaluation module of recruitment channel effect. How to evaluate the effectiveness of recruitment channels depends on the collection and analysis of information and data, mainly in the following ways:

(1) Ask the examinee for data. In the standard interview, there is an arrangement of greeting and relaxing atmosphere. In addition to the weather and road conditions, you can also ask job seekers about the channels for obtaining recruitment information (mainly for job seekers who take the initiative to come to the grassroots sales positions).

(2) Ask the recruitment channel for data. In the established recruitment channels, especially online recruitment, job seekers either take the initiative to deliver or HR actively search. According to the actual needs, resume types can be divided into active delivery and active search according to the position type, and the total number of resumes and the number of effective resumes are statistically analyzed.

According to the use of the company, the recruitment channels can be roughly divided into headhunting recommendation, online recruitment (according to the specific recruitment channel name), newspapers, talent market, internal recommendation and so on. Through the statistical analysis of basic data, we can not only judge the best recruitment channel for each position and find its changes, but also compare the effects of the same type of channels, which provides a certain basis for optimizing recruitment channels in the later period.

It is precisely because of the basic data and experience of the previous recruitment work that I have sufficient reasons and basis for the choice of recruitment channels for service units now.

In short, the selection of recruitment channels can also affect the recruitment completion rate in a certain sense. Although, the influencing factors of recruitment rate are not only the choice of recruitment channels.