How to maintain recruitment channels?

You can maintain recruitment channels by the following methods:

1. Regular professional recruitment websites regularly refresh and post positions, and collect and view resumes in time;

2. Keep in touch with schools and intermediaries (human resources companies) that have cooperated or have potential cooperation intentions, and obtain human resources by campus recruitment and recommendation of human resources companies in case of emergency;

3. The internal recommendation system can invite employees to recommend suitable candidates in the form of bonuses;

4. Compare the costs and benefits of conventional recruitment channels and choose the best recruitment method.

The recruitment channels commonly used by employers are:

1, online recruitment

Advantages: This is a new form of media recruitment with the increasing popularity of the Internet. Recruitment information can be targeted at regular intervals or managed after publication. Its cost is relatively low, and theoretically it can cover the whole world.

Disadvantages: This channel cannot 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 poor in areas with comprehensive 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 "net talent" service provided by the website to search for the person we are looking for in the resume database. This approach is somewhat similar to headhunting.

2. Campus-oriented recruitment

Advantages: 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.

Disadvantages: Although campus recruitment can attract many potential talents, the level of professional literacy (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.

3. On-site job fair

Advantages: This is a traditional 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.

Disadvantages: its limitation is that it is often influenced by the promotion efforts of exhibition organizers, and it is difficult to effectively ensure the quantity and quality of job seekers. This method is usually used to recruit general talents.

4, enterprise internal recruitment

Advantages: Internal recruitment is common in large enterprises. This method is characterized by low cost and can greatly improve the morale of employees. Candidates know the company better, adapt to the company's culture and management, can quickly enter the working state, and can cultivate a multi-functional talent internally.

Disadvantages: Its limitations are obvious, that is, limited personnel supply, easy inbreeding, factional formation, and lack of differentiated suggestions in organizational decision-making, which is not conducive to management innovation and change.

5, headhunting company recruitment

Advantages: Headhunting is a recruitment method for consulting companies to use their talent pool and contacts to quickly find the talents needed by enterprises in a short time.

Disadvantages: the fees charged by regular headhunting companies are relatively high, generally 20 ~ 30% of the annual salary of successful headhunters.

6, media advertising recruitment

Advantages: As the newspaper is still an important platform for the general public, including job seekers, to understand information, this form of advertising has a wide coverage in the local area and the target audience has a high acceptance probability. It can not only improve the visibility of the enterprise in the local area, but also effectively publicize the company's business, which has the effect of killing two birds with one stone.

Disadvantages: this recruitment channel will attract many unqualified candidates, increase the workload and difficulty of human resources department in selecting resumes, and extend the recruitment cycle. In addition, the cost of this channel is relatively high, especially the cost of choosing "eye-catching" pages and formats will be higher.

7. Recruitment notice

Advantages: This is a widely used recruitment method before the formation of recruitment media. At present, it is still widely used in small and medium-sized enterprises, service industries and labor recruitment. This method is characterized by simplicity and can meet the needs of people with low education and poor economic conditions in job hunting.

Disadvantages: First, it affects the company's image, and second, it violates the general trend of "no posting advertisements and notices at will".

8. Employee recommendation

Advantages: the recruitment cost is low, the candidates are similar to the existing employees, the basic quality is reliable, and employees with similar quality and skills can be found quickly.

Disadvantages: this method has a narrow choice, and it is often difficult to recruit talents with outstanding ability and outstanding performance.

9. Industry and professional websites and forums

Advantages: This channel is somewhat similar to website recruitment, which is quick and simple. Even better, it can communicate with each other in time and in depth through the network. Therefore, we are likely to find the dream "swift horse" here.

Disadvantages: the cost of channel search is high, and the scope of talent selection is relatively narrow. Many times it seems to be taking risks.