Which recruitment method is the best?

Generally speaking, recruitment can be divided into internal recruitment and external recruitment. Specifically:

1, internal recruitment: open competition, internal promotion, employee rotation and internal recommendation;

Advantages: stimulate the internal enthusiasm of employees; Get familiar with the work quickly and enter the work; Reduce recruitment costs; Maintain internal stability of enterprises.

Disadvantages: it is easy to form the board structure of insiders; Factors that may lead to disunity among senior leaders of enterprises; Lack of sparks of ideological collision affects the vitality and competitiveness of enterprises; When the enterprise develops at a high speed, it is easy to shoddy; It is hard to avoid favoritism; There will be ripple effect; The development of close relatives will affect the subsequent development of enterprises.

2. External recruitment: online recruitment, campus recruitment, labor dispatch, local labor market, acquaintance recommendation, headhunting.

Advantages: new employees will bring different values and new ideas, new ideas and new methods; External talents can exert pressure on the original employees of the organization invisibly, form a sense of crisis, and stimulate fighting spirit and potential; There is a lot of room to recruit many excellent talents, especially some rare compound talents, and it can also save a lot of internal training and training costs; It is a very effective way of information exchange, and enterprises can establish a good image of being proactive and determined to reform.

Disadvantages: there are certain risks in the evaluation of candidates, and it is difficult to accurately judge the actual level and ability of candidates, so incompetent people will occupy a certain or considerable proportion; The culture brought by the candidate may conflict with the corporate culture; After being selected, candidates need to have a familiar process with all aspects of the organization, that is, they cannot quickly enter the role to carry out their work; If the competent people in the organization are not selected or promoted, hiring outsiders will dampen the enthusiasm of employees in the organization. If an external system is formed, a more careful decision is needed, because its influence may be greater.

As for the better effect, we should combine the purpose of recruitment. The real purpose of many recruitment is not really to recruit people, so before deciding which method to adopt, you must know what the purpose of your recruitment is.