Human resource recruitment method

The recruitment methods of HR generally start from the recruitment channels. As long as there are suitable recruitment channels, it can bring a large number of candidates to enterprises. Here are some common recruitment methods, which I hope will help you. If you want to know more, you can visit the HR planet website ~

I. Internet recruitment

Internet recruitment is the most commonly used recruitment channel at present; All kinds of comprehensive websites and talent websites are good recruitment channels. What HR should do is to try and screen out the channels suitable for the company according to the post characteristics of the company and build a unique recruitment channel system. The evaluation method of website recruitment can be evaluated from three aspects: resume quantity, arrival rate and employment rate.

When HR uses Internet recruitment channels, it should also pay attention to the attraction of JD, the refreshing and formulation of recruitment information, active search and resume screening.

Second, social recruitment

Social recruitment is an important embodiment of HR contacts. Social recruitment here includes channel expansion, including classmates, colleagues, peers, forums and salons, and industry exhibitions. Social recruitment is a channel for recruiting middle and high-end managers, so how should HR tap the potential of this channel?

I suggest that you can participate in more industry forums and salons to expand your contacts. In addition, you can post recruitment information on social networks for more people to see. Use all available social networks to publish information. In addition, WeChat friends circle, community, official WeChat account, Weibo, QQ and micro-video are also good social recruitment channels.

In addition, to talk about resource exchange, this channel needs HR to know more peers; For example, for outstanding candidates who are not employed by other companies due to force majeure factors such as distance and working hours, we can exchange resume resources. Maybe other companies are not suitable, but our company is just right.

Third, campus recruitment.

Campus recruitment is also a very important means at present. Generally applicable to companies that pay attention to employee training. Choosing suitable and potential candidates in universities with professional counterparts can help enterprises build a talent system. Here, we should pay attention to the following:

Planning in advance: It is recommended to work out this year's campus recruitment plan at the beginning of the year.

Pre-announcement: As many senior students signed the work agreement in the first half of the semester, it is suggested that enterprises should make a good announcement in the first half of the semester when they have a campus recruitment plan.

Directional training: If the enterprise has a steady stream of recruitment needs, it can reach an agreement with the school in advance to form directional training. For example, technical talents such as development, research and development, and products can be trained in a targeted manner.

Activity support: expand your influence by sponsoring school activities; Enhance students' awareness of the company and lay the foundation for future recruitment.

Third, internal recruitment.

Employee recommendation: formulate incentive policies to encourage internal employees to recommend; If the recommendation is successful, how much bonus is there for a position?

Internal rotation: it can reduce the difficulty of recruitment by considering the important positions that are difficult for internal personnel to recruit and then recruiting the positions that are vacant after internal selection.

Contact with resigned employees: Resigned employees are also an important resource, because they know the company very well and can recommend and publicize it, so it is also very important to manage them. There is no need to die after leaving the job.

Although the above three recruitment channels are relatively common, the personnel planet provides you with different directions and may bring different effects. I suggest you make full use of your own resources, deeply study various recruitment channels and build a suitable recruitment channel system.