Job Recruitment Website - Zhaopincom - Briefly describe the main ways of recruiting sports organizations.
Briefly describe the main ways of recruiting sports organizations.
Delivery is a one-way release.
The classification of talent structure determines the choice of recruitment channels for enterprises. For example, traditional industries, manufacturing and retail may use some traditional media as recruitment channels. The other is to regard the recruitment channel as a category of positions, such as the network.
Network is a very important recruitment channel at present. However, the effectiveness of the network is not necessarily the highest. You will find that many people didn't reply after submitting their resumes. No one informed me of the interview, no one arranged for me, or no one gave me an internship opportunity.
In fact, the effectiveness of the network is decreasing. The reason is that the release of online resumes or information is not two-way, but one-way. I posted a demand (position), but I don't know who will send me a resume. From the resume I sent, I will find that 80%~90% does not match this position, which will eventually lead to the decline of the effectiveness of online channels.
Internal suggestions:
High efficiency and high success rate,
As far as I know, many companies select 30%~40% talents from internal recommendation channels, and some companies even reach more than 45%. The effectiveness (success rate) of recruiting talents through network resources is even comparable to that of contacts. Online recruitment relies on a large number of resumes. For example, I know a company that only recruited 100 employees, but finally received130,000 resumes. Therefore, this workload is very large, and the effectiveness of the resume will be relatively low. But internal recommendation is different. It may only recommend a few (resumes), but it is highly effective and has a high success rate. Although internal recommendation is a very good way, enterprises can go if the recruitment volume is small. Once the recruitment volume is slightly larger or more urgent, it will be completely useless.
Campus recruitment:
Be able to understand a person's potential.
The campus recruitment plan is basically in the fourth quarter of each year, when facing the graduation of senior year. There are still 80% enterprises that started campus recruitment plan in the fourth quarter. However, in recent years, many enterprises push campus recruitment plan, so that students can enter the enterprise in advance before graduation, practice in the enterprise, understand the corporate culture, and enterprises will also find talents in the process. At the same time, students can also know whether this position is their favorite and whether this enterprise is their favorite in the process of internship. This is a two-way selection process. Therefore, campus recruitment and internship programs are now adopted by more and more enterprises. In the long run, this is also a very effective way, especially when training professional and technical personnel and junior management personnel. In this way, we can understand a person's potential, and interns can even develop their potential in the company.
On-site job fair:
Job fairs are generally organized by talent institutions and university employment centers under the jurisdiction of the government, mainly serving the groups to be employed and employers. Job fairs in daily life usually refer to on-site job fairs. Job fairs are divided into two types: industrial and comprehensive. Before attending the job fair, you should first understand the industry and nature of the job fair, so as not to waste time with the position you are looking for.
On-site job fairs can directly communicate with recruiters face to face, learn more about enterprises and positions through rigid job descriptions, and also learn some information about the workplace and industry. Exempted from the pre-test procedure of resume, directly entered the formal examination, and sometimes met first, and then had a certain impression, and then went back to check the resume in detail. After more than 20 years of operation, this traditional recruitment method has been unanimously recognized by most enterprises and job seekers. However, due to the recent imperfect on-site management of job fairs, there will be many disadvantages on the spot. Now we will simply break it down:
1. The site was in chaos: the number of people entering the site was not reasonably controlled, resulting in a crowded site and inability to communicate with corporate recruiters. Pay attention to theft prevention!
2, the classification is not fine: there are many enterprises, and there is no reasonable classification. All kinds of posts and different levels are mixed together, and it is time-consuming and laborious to choose the right enterprise in such a large venue.
3. False propaganda: Some job fairs claim to be aimed at graduates, but most of the companies they come to have work experience. Or a special event in an industry. Unreal propaganda leads to a trip in vain, which is costly and frustrating.
4. Throw resumes: After the job fair, the company throws resumes that it doesn't like everywhere.
5. The organizer of the job fair can't release the enterprise information one by one in advance, which leads to the job seekers can't find suitable positions on the spot. In addition, at present, there are many sales jobs in the job fair in the talent market, and there is little information about some scarce jobs. It has caused some troubles to job seekers of specific majors.
In addition to the above channels, there are some other channels, such as headhunting and commissioned recruitment. At present, more than 40%~50% of enterprises have completed the recruitment task through entrusted recruitment.
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