Existing recruitment methods of Chinese companies

Enterprise organizations are similar to living organisms. They need to continuously exchange materials and energy with the outside world through "extracting the old and incorporating the new" and "eliminating the old and retaining the good" to maintain their own vitality and improve their quality. Recruiting new employees is widely used as the main way for enterprises to increase the total number of human resources and improve the human resource structure. So how to choose the best solution among various recruitment methods?

Currently, companies can recruit new employees in the following ways: recruiting fresh graduates from colleges, technical secondary schools, and vocational schools, using various media to publish recruitment notices, and entrusting employment agencies Look for talents, or go directly to the talent recruitment market to set up stalls to recruit. The advantages of fresh graduates are simple experience, good theoretical foundation, and strong plasticity. The disadvantage is that they lack practical work experience and need a certain period of adaptation after taking up the job. Recruitment advertisements released through the media have a wide audience and generally receive a large amount of application materials, which can also have the effect of promoting the company. However, it is necessary to screen the authenticity of the job seekers' information, which will consume a lot of manpower, material resources, and cost. Also higher. Participating in job fairs organized by the talent recruitment market is often limited by the propaganda intensity of the job fair itself and the mentality of senior talents, making it difficult to guarantee the quantity and quality of candidates. Although you need to pay a hefty commission when entrusting an agency to find talents, the recommended candidates are generally screened by the talent company, and some are even hunted in a targeted manner based on the requirements of the company. Therefore, the success rate of recruitment is low. Higher, the employment effect is also better, and some standardized talent companies can also provide follow-up services, making recruiting companies feel at ease.

Several recruitment methods have their own advantages and disadvantages. Recruiting companies can only spend less, do more, and do good things by choosing a recruitment method that suits them based on the specific conditions of the recruitment position. If the recruiting company focuses on updating the knowledge structure of employees and long-term development of human resources, then hiring college graduates is a better choice; if the company hopes to obtain middle- and lower-level employees with considerable work experience, and store a batch of To prepare for future needs, media advertisements are undoubtedly the first choice for personnel information in related industries and professions; the scope of application of job fairs and media recruitment advertisements is similar, but direct communication with applicants on-site can provide a lot of valuable information for the recruitment personnel information.

If the company needs middle and senior managers, entrusting a headhunting company to recruit has incomparable advantages over other recruitment methods. First of all, these positions in the company generally have current employees. Before a better replacement candidate is found, the adjustment decision is still at the leadership level of the company. It is not suitable to conduct public recruitment through the media with great fanfare, which will affect the enthusiasm of the current employees; secondly , most of the candidates who are qualified for these positions are already well-established, their salary and status are quite secure, and they will not easily "change jobs". Even if they have the intention to change companies, they are more inclined to operate in secret and are unwilling to wait until their destination is decided. There is an uproar in the city, and leaders and colleagues all know that it is unlikely that they will submit application materials and participate in job fairs; thirdly, professional intermediary companies generally have fixed recruitment channels and rich operating experience, and can negotiate between employers and employees. Communicate effectively and play the role of a competent "matchmaker".