Division of employee recruitment channels

External recruitment channels include: talent exchange center, job fair, traditional media advertising, online recruitment, campus recruitment, talent headhunting and employee recommendation.

(a) talent exchange center and talent recruitment meeting

Many cities in China have specialized talent exchange service institutions, which provide services for enterprises and institutions all the year round. They generally have a talent database, and employers can easily query the talent data with basically the same conditions in the database. Selecting people through the talent exchange center has strong pertinence and low cost.

Talent exchange centers or other talent exchange service institutions hold job fairs many times every year, and recruiters and candidates of employers can communicate directly. The biggest feature of the job fair is the concentration of applicants, large choice of employers, reasonable expenses and good corporate publicity.

media advertising efforts

Advertisements convey recruitment information to the public through newspapers, magazines, radio and television, with wide coverage and high speed. Comparatively speaking, it costs more to publish job advertisements in newspapers and TV, but it is easy to highlight the organizational image; Many radio stations have talent exchange programs, and the cost of broadcasting job advertisements is low, but the effect is also worse than that of newspaper and TV advertisements.

The recruitment advertisement shall include the following contents:

1) Basic information of the institution.

2) Recruitment positions, quantity and basic conditions.

3) Recruitment scope.

4) Salary.

5) Registration time, place, method and required materials.

The advantages of media advertising recruitment are: wide range of information dissemination, high speed, large number of applicants, rich levels, large choice of organizations, and organizations can recruit high-quality employees.

The disadvantages of media advertising recruitment are: long recruitment time; High advertising fee; Need more time to screen.

(3) Online recruitment

Network recruitment is a new recruitment method. It has the advantages of low cost, wide coverage, long time period and quick and convenient contact. Employers can publish job advertisements on their own websites, or on some websites, or publish information on some special recruitment websites.

Network recruitment is widely used because of its wide range of information dissemination, high speed, low cost, wide choice of supply and demand, and no limitation of time and space. Of course, it also has some shortcomings, such as easy confusion between true and false, complicated screening procedures, and difficulty in recruiting senior talents.

campus recruitment

Schools are places where talents are highly concentrated, and they are important sources for organizations to acquire human resources. For the recruitment of college graduates, you can choose to do it directly on campus. Including graduate job fairs held in schools, recruitment notices, employment seminars and recommendations from graduate distribution offices.

The advantages of school recruitment are:

1) organizations can recruit a large number of high-quality talents on campus;

2) Although college graduates lack experience, they have great development potential;

3) Because college students are more active, they can bring some new management concepts and new technologies to the organization, which is conducive to the long-term development of the organization.

However, there are obvious shortcomings in school recruitment:

1) School graduates generally lack practical experience, and organizations need long-term training;

2) Newly recruited college graduates can't meet the immediate employment needs of the organization, and they have to go through a long period of mutual adaptation;

3) Recruitment takes a lot of time and the cost is relatively high;

4) The on-the-job rate of employees recruited by universities is low, and the turnover rate is high after a period of time.

(5) Talent search

It is generally believed that "headhunting" company is a kind of professional intermediary agency that "hunts" senior talents and cutting-edge talents for employers.

(VI) Employee recommendation

Recommending candidates through employees is an important form of organizing recruitment.

(7) Job Fair

Talent exchange centers or other talent agency centers hold many job fairs every year. At the job fair, the employer can directly contact and communicate with the candidates, saving time for both parties. With the improvement of the talent market, job fairs show a trend of professional development. For example, there are senior talent fairs, two-way selection meetings for fresh graduates, information technology talent exchange meetings and so on. It is worth noting that it is still difficult for employers to recruit senior talents.

There are several problems to pay attention to when participating in recruitment:

1, choose the right job fair.

2. Make corresponding preparations before attending the job fair.

3. Requirements for recruiters. Internal recruitment refers to the release of recruitment information to employees in the company, and employees can apply for it themselves.

There are also job rotation and re-employment. Internal source selection has many advantages:

1) The selection time is relatively abundant, and the understanding is relatively comprehensive, so we can foster strengths and avoid weaknesses.

2) They are familiar with the organizational situation, the process of understanding and adapting to the work will be greatly shortened, and they can quickly enter the role after taking office.

3) Internal promotion brings hope to everyone, which is conducive to boosting morale, improving work enthusiasm, mobilizing employees' enthusiasm and inspiring employees' self-motivation.

Endogenous selection also has its shortcomings. Displayed as:

1) is easy to cause "inbreeding". Old employees' outdated mentality is not conducive to innovation, and innovation is the driving force for organizational development.

2) It is easy to form a complex network of relationships within the organization, and cronyism and cronyism bring difficulties to fair, reasonable and scientific management.

3) The range of internal candidates is narrow.

Compared with internal recruitment, external recruitment has many advantages:

1) has a wide range of sources and a large selection space. Especially in the period of organization start-up and rapid development, it is more necessary to recruit a large number of employees from outside.

2) It can avoid "inbreeding" and bring fresh air and vitality to the organization, which is conducive to organizational innovation and management innovation. In addition, because they just joined the organization recently, they have no personal grievances with others in history, so they rarely care about complex interpersonal networks at work.

3) Applicants can be required to have a certain degree of education and work experience, thus saving training time and expenses.

The disadvantages of external recruitment are:

1) It is difficult to accurately judge their actual working ability.

2) It is easy to hit internal employees.

3) High cost.

Four: headhunting recruitment

The effect of headhunting in senior recruitment of enterprises is far better than that of ordinary online recruitment and newspaper recruitment; Headhunting recruitment is more targeted, and the selected candidates are more suitable for the needs of enterprises. At present, there are headhunting companies in China, such as China Yingcai headhunting company, elite headhunting company and Fiberhome headhunting company.