Classification of recruitment channels

With the development of economy and social progress, the phenomenon of talent flow is becoming more and more common and active. In order to meet this demand, talent exchange centers or employment agencies have appeared in many cities. These institutions play a dual role, not only in selecting candidates for enterprises and units, but also in selecting work units for job seekers. Personnel recommended by professional organizations are generally screened, so the recruitment success rate is relatively high and the post effect is relatively good. Some standardized exchange centers can also provide follow-up services to reassure recruitment companies. Strong pertinence and low cost are the advantages of this channel.

Headhunting company channel is a special professional intermediary agency, and most of the recruits through this channel are middle and high-level positions in the company. The personnel recruited by headhunting companies are characterized by rich work experience and outstanding management or professional skills, and are rare talents in the industry and corresponding positions. Company recruitment also has a certain demand for this channel, because middle and high-level positions in enterprises generally have on-the-job personnel. Before finding a better substitute, the decision-making power of adjustment is still in the hands of enterprise leaders, which is not suitable for public recruitment through the media in a big way, affecting the enthusiasm of on-the-job personnel; On the other hand, many candidates who are qualified for these positions have been hired, and their salary and status are quite guaranteed, so they will not easily "jump ship". Even if they have the intention to change companies, they tend to operate behind the scenes, unwilling to let leaders and colleagues know, and it is unlikely that they will post their application materials and participate in job fairs before deciding where to go. Therefore, headhunting companies can better balance the needs of companies and individuals. On-site recruitment is a common channel for company recruitment. At the job fair, employers and candidates can communicate directly, which saves time for enterprises and candidates and provides a lot of valuable information for recruiters. With the improvement of the talent exchange market, the fair shows a trend of professional development, such as the fair for middle and senior talents, the two-way selection meeting for fresh graduates, and the exchange meeting for information technology talents. Due to the concentration of candidates and the wide distribution of talents, enterprises have great choice. Enterprise recruiters can not only know the quality and trend of local human resources, but also know the human demand of personnel policies of other enterprises in the same industry by attending job fairs. However, most of the applicants through this channel are more suitable for middle-level positions in the company, and senior talents rarely attend this job fair, so the quantity and quality of recruitment may be greatly limited.

With the development of other recruitment channels, the limitations of on-site recruitment have become increasingly prominent, and even better grassroots professional and technical personnel and management personnel are unwilling to apply on-site. Online recruitment is a new recruitment method in recent years. There are two main types: online recruitment is completed by talent exchange companies or intermediaries, and online recruitment is directly carried out by enterprises. The online recruitment channel presents three characteristics in practical application: First, the cost is relatively low. According to professionals, the cost of a job fair can be used for two months of online recruitment; Second, the network itself is a barrier, and candidates who pass through the network generally have a certain level in computer use, network and even English; Third, online recruitment advertisements are not limited by time and space, and the audience has strong timeliness. Recruitment information can also be published overseas. At the same time, IT is worth mentioning that this channel has a good effect on recruiting talents in the IT industry, which is also closely related to the characteristics that IT personnel often use the network.

Website type:

1. Comprehensive website: No specific classification, accepting recruitment information of various legal companies.

2. Industry websites: provide job-seeking information for companies and talents in a certain industry.

3. Local website: The business is national, but the focus is on developing local resources, and the selling point is local convenience.

4. Government website: provide company information, talent resumes, services and politics free of charge.

Service website: it mainly provides recruitment information and materials, and the navigation website "walks in"-applicants go directly to apply for jobs. This channel is still relatively few in practice. However, with the development of the market, this channel will gradually become one of the recruitment channels for companies. Because "come in" candidates generally have a deeper understanding of the company and systematic preparation for the positions they apply for, such personnel will also have better performance in their work after joining the company. In the west, this is one of the ways with high success rate. Considering the differences in culture and employment environment, this method is not very effective in China. At the same time, enterprises often do not encourage this approach.

Therefore, when a company recruits new employees, it is best not to use a single channel, but to consider using various channels flexibly. Candidates from different recruitment channels are suitable for different positions in the company. If they are biased according to their needs in the recruitment process, they will get better recruitment results.