How to effectively recruit people when there are few recruitment channels?

Generally speaking, campus recruitment is planned, and the number and major of new recruits are often determined by the annual human resource planning or staged talent development strategy of enterprises. Therefore, it is usually large and medium-sized enterprises that enter the campus for recruitment, and they usually choose several categories of college students with high comprehensive quality. Campus recruitment can greatly improve the company's popularity in the university circle, provide a talent pool for the company to reserve talents, and lay the foundation for establishing a good school-enterprise cooperation relationship. Moreover, the cost of campus recruitment is low, and sometimes even well-known enterprises enter for free. Although campus recruitment can attract a lot of potential talents, professional qualities (attitude, professional skills, behavior habits, etc. ) The turnover rate of this kind of personnel is not high, and the turnover rate is high, which requires enterprises to invest more energy in systematic and complete training. Therefore, such potential talents usually have to receive relatively complete training after entering the enterprise, and then arrange them to receive on-the-job training as reserve cadres in the front line of production and operation. Through such a process, you can actively integrate into the enterprise, and those who meet the requirements will stand out.

(B) media advertising recruitment

As newspapers are still an important platform for the general public, including job seekers, to understand information, this form of advertising has a wide coverage and the probability of being accepted by the target audience is very high. It can not only enhance the visibility of enterprises in the local area, but also effectively publicize the company's business, which has the effect of killing two birds with one stone. However, this recruitment channel will attract many unqualified candidates, and it is difficult to control the number of applicants and the qualifications of candidates, because the company cannot know how many people will apply, nor can it know whether there are suitable talents among the candidates, which increases the workload and difficulty of the human resources department in screening resumes and prolongs the recruitment cycle. A large number of interviews is also one of the headaches.

At the same time, because many companies recruit through newspapers, how to attract more people's attention in newspapers is also one of the problems to be considered, because newspaper recruitment is characterized by a wide range. If you can't attract a large number of applicants, it is a failed recruitment. Based on the above characteristics, newspaper recruitment is more suitable for well-known jobs and majors, but not for some unpopular majors, such as aviation and water conservancy engineering. This form is not suitable for some over-popular majors, because too many applicants will increase the workload of recruiters; If the company recruits very few jobs, from an economic point of view, it is uneconomical to use advertising.

(3) Online recruitment

This is a new form of media recruitment with the increasing popularity of the Internet. Recruitment information can be put in regularly and managed after release, which is relatively low in cost and theoretically can cover the whole world. By publishing recruitment information on well-known talent websites, we can receive job seekers' information quickly and massively. The format resumes and format emails provided by various websites can reduce the difficulty of resume screening and speed up the processing of resumes. This form is particularly practical for white-collar workers, and it is basically a "one-click job search". However, this channel can't control the quality and quantity of candidates. Massive information, including all kinds of spam and virus mail, will increase the pressure of recruitment, and the effect is not good in areas with insufficient information. This form can be adopted by units that recruit more all the year round.

In addition, with the enrichment and improvement of the resume database of major talent websites, HR people can use the services provided by the website to search for the person we are looking for in the resume database. This approach is somewhat similar to headhunting.

(4) On-site job fairs

This is a traditional recruitment method, but also a passive recruitment method, with moderate cost. Hrs can not only communicate directly with job seekers face to face (equivalent to the initial test), but also show the strength and style of the enterprise intuitively. This method is generally efficient, which can quickly eliminate unqualified personnel and control the quantity and quality of applicants. On-site recruitment is usually carried out simultaneously with media advertisements, which has certain timeliness. Its limitation is that it is often influenced by the promotion efforts of exhibition organizers, and it is difficult to effectively guarantee the quantity and quality of job seekers. Moreover, both parties can only make a preliminary choice, and the company will bring back a lot of information for the company to make further screening.

This method is usually used to recruit general talents. Job fair is a recruitment method to achieve the purpose of recruiting personnel by attending the supply-demand meeting held by the society. For most companies, the effectiveness of job fairs is very low. Many powerful companies will hold special job fairs for their publicity activities to provide relevant information for potential job seekers.

(5) headhunting company recruitment

Headhunting is a recruitment method that professional consulting companies use their talent pool and network to find the talents needed by enterprises quickly, actively and directionally in a short time. At present, headhunting is mainly aimed at middle and high-level managers and special talents needed by enterprises, and its specific operation is basically the direct responsibility of enterprise executives, so this method is very mysterious. The fees charged by regular headhunters are relatively high, generally 20 ~ 30% of the annual salary of successful headhunters.

(6) internal recruitment

Internal recruitment of enterprises above designated size is more common. This method is characterized by low cost and can greatly improve the morale of employees. Candidates are familiar with the company, adapt to the company's culture and management, and can quickly enter the working state. But also can cultivate multi-functional and compound talents internally. Its limitations are also obvious, that is, limited personnel supply, easy inbreeding, numerous factions, and lack of differentiated suggestions in organizational decision-making, which is not conducive to management innovation and change. Usually, this method is used for those positions with high loyalty to personnel, which are very important and should be familiar with the enterprise situation. Internal recruitment is also used for the promotion, transfer and rotation of internal talents.

(VII) Employee recommendation

Employee recommendation is widely used in many companies at home and abroad. These companies use a series of means to ensure the effectiveness of their recruitment channels. For example, if the names of referees are put on the back of each referee, employees with high recruitment rate will also receive company rewards. Microsoft's "Bole Award" is for employees who recommend talents and outstanding talents. Schwab also learned more about the recruits by holding a friendship meeting. At the mixer, employees of the company bring friends to participate in activities. Through these activities, recruiters can also understand the company culture, which increases the recruiter's sense of identity with the company.

Employee recommendation is more effective in recruiting professionals. The advantages of employee recommendation are low recruitment cost, high quality of candidates and high credibility. The method is fast and effective, and it doesn't take long to find and screen out those unknown job seekers. The disadvantage of employee recommendation is that the recruitment scope is narrow, and excellent talents are often not recruited.