What are the main channels for job hunting?

Common recruitment channels are: 1. On-the-spot recruitment On-the-spot recruitment is a way for enterprises and talents to have a direct face-to-face dialogue and complete the recruitment interview on the spot through the venue provided by the third party. On-site recruitment generally includes job fairs and talent markets. Job fairs are generally initiated and organized by various governments and talent introduction institutions, which are relatively formal. At the same time, most job fairs have specific themes, such as "special session for fresh graduates", "special session for talents with graduate education" or "special session for IT talents". By distinguishing graduation time, education level and knowledge structure, it is easy for enterprises to choose suitable special recruitment booths for recruitment. For this kind of job fair, institutions will generally review the qualifications of candidates first. This preliminary screening saves a lot of time for enterprises, which is convenient for enterprises to conduct more in-depth assessment of candidates. The segmentation of the target population is convenient for enterprises, but it also brings some limitations. If an enterprise needs to recruit several talents at the same time, it must attend several different job fairs, which on the other hand increases the recruitment cost of the enterprise. The talent market is similar to the job fair, but the job fair is generally concentrated in the short term, and the venue is generally a temporary gymnasium or a large square, while the talent market is scattered for a long time and the location is relatively fixed. Therefore, for some positions that need long-term recruitment, enterprises can choose the talent market as the recruitment channel. On-site recruitment can not only save the time and cost for enterprises to screen resumes in the first time, but also make resumes more effective and less expensive than other methods. However, on-site recruitment also has certain limitations. First of all, it is regional. General on-site recruitment can only attract candidates from the city and surrounding areas. Secondly, this method will also be influenced by the propaganda and organizational form of the organizational unit. 2. Online recruitment Online recruitment generally includes companies posting recruitment information online and even conducting resume screening, written examination and interview. Enterprises can usually conduct online recruitment in two ways, one is to publish recruitment information on their own websites and build a recruitment system, and the other is to cooperate with professional recruitment websites, such as ChinaHR.com, Worry-Free Future, Zhaopin, etc., to publish recruitment information through these websites and use the existing system of professional websites for recruitment activities. Online recruitment has no geographical restrictions, is subject to many, covers a wide range and has a long time limit. It can get a lot of information about candidates in a short time, but with a lot of false information and useless information, online recruitment has higher requirements for resume screening. 3. Campus Recruitment Campus recruitment is a recruitment channel adopted by many enterprises. Enterprises put up posters and introduce them in schools to attract graduating students to apply for jobs. For some excellent students, they can be recommended by the school, and for some special positions, they can be directly hired by the school. Students recruited through campus are highly flexible and motivated. However, these students have no practical work experience and need some training before they can really start working. Moreover, many students are not clear about their own position because they have just entered the society, and their job mobility may be greater.