How to choose a recruitment method

Excellent HR often know how to use different interview methods for different people who come to interview through different channels. According to research, it is found that reasonable changes in interview methods will improve interview efficiency. 1. Recommend various employment agencies and talent exchange centers through specialized agencies. This is an organization that not only helps companies recruit employees, but also tries its best to help individuals find jobs. These agencies can effectively connect qualified job seekers with vacant positions and are one of the important channels for companies to recruit personnel. Recruiting through employment agencies and talent exchange centers has the following advantages: (1) As specialized agencies, they have advanced technology and a huge talent information base. (2) The intervention of a specialized agency as a third party can ensure that the employer eliminates personal disputes, handles business affairs, and recruits according to standards. (3) Applicants' relevant information, such as academic qualifications, experience, willingness, etc., can be directly obtained from these institutions, which can save recruitment time. However, this channel also has some shortcomings. For example, some employment agencies or talent exchange centers may have insufficient management standards and incomplete talent pools. Moreover, recruitment through these institutions often has a low success rate and it is difficult to recruit excellent talents. In addition, companies also need to pay certain fees to these institutions. 2. Use recruitment advertisements to solicit information. Enterprises can also transmit the company's employment demand information to the public through media such as radio, newspapers, television and industry publications. When designing advertising content, companies must pay attention to establishing their corporate image. The company should give future employees an accurate job or organizational description. At the same time, the company should try its best to attract employees who focus on their own development and emphasize the unique appeal of the job or organization. Advertisements must provide sufficient information to job seekers, including a brief description of the job, necessary academic qualifications, quality requirements, and the form in which the job seeker applies: telephone, resume, or direct interview with the company, etc. The use of advertising for recruitment has the advantages of wide communication range, large number of recipients, and corporate promotion at the same time. Moreover, advertising can stimulate potential job seekers' interest in the company and further seek more information about the company and the job opportunities it provides. The problem is that the effect of advertising is short and the amount of information for job seekers is insufficient. (1) The choice of media for newspaper advertisements also has a great impact on the recruitment effect. Generally speaking, the cheapest and most widespread form of advertising is newspaper advertising, where many businesses place job advertisements. The biggest problem with this form of recruitment is that it often attracts a large number of unqualified people to apply, which increases the possibility of wrong selection and increases the company's screening workload. Certain specialized newspapers tend to attract readers who are very similar in terms of employment skills, education and job search orientation. For example, publications such as China Business News mainly cover business, management and other aspects. Its readership is mainly those engaged in business and management work. Advertising in such newspapers deals primarily with business, managerial or technical positions. Placing job advertisements in professional newspapers can greatly reduce the rate of unqualified job applicants. (2) Magazine advertising Magazine advertising has the advantages of long retention time of advertising effect and large advertising information capacity. In addition, some professional magazines are also good carriers for clearly positioned recruitment advertisements. For example, the readers of "Human Resources Magazine" are basically human resources professionals, so it is more suitable to publish advertisements for human resources and management positions. However, using magazines also brings some problems. Magazines lack flexibility in terms of time, and their publication dates may be weeks ahead of their release dates. Using magazines for recruitment has certain limitations because it is not always possible to predict staff needs well in advance. (3) Television and radio advertisements The advantages of using television and radio to publish recruitment advertisements are that the advertisements are timely, have a wide range of communication, and have many advertising receptors. In situations where employment is urgent, television and radio advertising can provide better results. The disadvantages of using these methods are their high cost, short retention time, and small information capacity. (4) Other channels Other available media include billboards, the Internet, leaflets, etc. They have their own advantages and disadvantages. Billboards have a long retention time and online advertising information capacity is large, but both methods are limited by the scope of communication. Flyer advertising can be distributed in a targeted manner and is highly targeted; however, its scope of influence is small and the workload is too large. 3. School recruitment Vocational schools, colleges and universities are an important source of recruitment for enterprises, so various job fairs held by schools are valuable opportunities for enterprises to recruit talents.

Generally speaking, the school's graduate allocation department is responsible for arranging for employers to hold job fairs or meet with students, and provide suitable interview venues. The advantages of on-campus recruitment are that the target group of candidates is clear, the quality of the personnel is high, the background of the candidates is real and the credibility is high. Since the recruitment time is determined, the company can recruit in a planned way. The disadvantage is that recruitment can only be done at fixed times and temporary recruitment is not possible. Compared with large enterprises, small and medium-sized enterprises are in a relatively disadvantaged position. Companies often send some recruiters to schools to conduct recruitment and selection activities, and these recruiters play an important role in attracting job seekers. In this case, the recruiter can be said to be the representative of the company's image. Job seekers often view the recruiter's behavior as a reflection of the company's characteristics. If a recruiter acts cold and impolite, interviewees will perceive the company's interpersonal environment as such. In order to attract excellent talents into the company, recruiters must always pay attention to the image they present to job seekers, and should try to appear enthusiastic, friendly, and energetic. 4. Job fairs. Job fairs held jointly by many companies are also an important recruitment channel. The advantage of job fairs is that they can attract a large number of job seekers in a short period of time and have low unit hiring costs. The problem is that due to the large number of participating companies, it is often difficult for a single company to stand out. Therefore, the layout of the recruitment booth and the image of the recruiters have become important factors in attracting the attention of applicants. At the same time, because a large number of applicants need to be accepted in a short period of time, it is difficult to interview every applicant. Therefore, a large proportion of applicants are often screened through resumes, which may mistakenly reject a group of qualified applicants. 5. Employee referrals Many companies find that their own employees can also help during the recruitment process. Employees often take the initiative to recommend job applicants from among their friends or connections. This approach can reduce search, advertising and other related expenses, significantly reducing recruitment costs. In this way, current employees often have a better understanding of the applicant's qualities, information that employers may not be able to obtain through other means. Moreover, applicants often have a good understanding of the company and the job through recommenders in advance, and apply after careful consideration, so their retention rate is higher. The shortcoming is that it can easily lead to excessive homogeneity of employees, hinder the process of employee diversification, and easily form small groups in the enterprise. 6. Headhunting companies Organizations can turn to headhunting companies when recruiting experienced professionals and managers. Headhunting firms are institutions that help companies find the most qualified personnel suitable for specific positions. For the recruitment of special types of personnel, companies often turn to headhunting firms. The difference between headhunting companies and employment agencies is that they generally do not serve individuals; their mission is to find the best candidates for the company. Moreover, headhunting companies generally focus on recruiting middle and senior managers and senior technical personnel. The fees charged by headhunting companies are usually 20% to 30% of the individual's first-year remuneration, which is generally paid by the company. 7. Self-recommended job seekers If a company has a good reputation, it can attract qualified job seekers even without doing in-depth recruitment work. Some qualified job seekers will take the initiative to apply for jobs at companies they admire. Because they tend to have a favorable impression of these companies, they tend to have higher job satisfaction and corporate loyalty, and are less likely to leave their jobs. Each company has its own characteristics that are different from other companies. However, by applying different interview methods to different types of job seekers, you can better identify the talents you need.