What is the most effective recruitment method for human resource managers and why?

Each has its own advantages and disadvantages, depending on the specific situation of the company. Here are some common ones.

(1) internal promotion. Refers to the activity of selecting suitable personnel from the internal human resources reserve of an enterprise to fill vacancies or add new positions. Its advantages are: enterprises have a comprehensive understanding of personnel and high selection accuracy; Employees understand the organization and adapt quickly; Strong power and low cost; Disadvantages are: due to unfair handling, improper methods or personal reasons of employees, some contradictions may be caused in the organization, which will have adverse effects and easily inhibit innovation.

2 advertising. One of the most commonly used methods for companies to recruit employees from outside is to publish job vacancies in some mass media to attract potential candidates interested in these job vacancies to apply. Its advantages are: recruitment is carried out in the form of advertisement, because the vacancy information can be released quickly, and it can be conveyed to the outside world within one or two days, with a large number of candidates and wide publicity effect, which can show the strength of the unit. Its disadvantages are: geographical restrictions, miscellaneous reading objects, poor pertinence of recruitment objects, and difficult to guarantee the quality of applicants.

3 campus recruitment. Also known as door-to-door recruitment, that is, recruiters of enterprise units directly recruit personnel by going to school to recruit and attending graduate exchange meetings. Its advantage is that the quality of the employees recruited is guaranteed. The disadvantages are: limited by graduation time and lack of practical experience, some college students have the phenomenon of "stepping on two boats or several boats" in employment.

④ headhunting company. The literal translation of English headhunters has the advantages of strong pertinence, high success rate and high quality of recruiting talents, which is suitable for the recruitment of high-end talents. The disadvantage is high cost. Recruiting high-quality talents through headhunting companies requires expensive service fees.