Is the supply channel of human resources the recruitment channel of human resources?

The supply channel of human resources should not be the recruitment channel of human resources, and all units should establish their own recruitment channels to meet their talent needs through abundant human resources. If we only rely on the ready-made human resources supply channels, we may not be able to adapt to the development needs of the company through various channels.

The supply channels of human resources are the ways and means for human resources to be provided to enterprises, and there are usually the following channels:

1, universities and various training institutions.

With the rising cost of human resources in the future, universities and various training institutions will become the main sources of recruitment, and each enterprise will have at least one long-term talent supply school.

In the future, with the change of population structure, the number of college students will decrease, national policies will increase, and the number of civil servants who start businesses, take postgraduate entrance examinations, study abroad, plan for the western region, and take exams will gradually decrease.

At present, in the long run, many units have made long-term plans, invested funds to establish counterpart links among universities, technical schools, technical secondary schools and higher vocational colleges, established training bases and practice bases, participated in public welfare lectures in universities, sponsored activities, set up scholarships and established the rear guarantee for talents.

At present, there is no charge for attending job fairs in some colleges and universities, but it will definitely be charged in the future. There is a talent market and personnel outsourcing institutions enter colleges and universities. The main thing is to do a good job in the relationship between the director, secretary and employment office, not just by empty talk, but by establishing long-term agreements and cooperative partnerships to guarantee interests and funds.

2. School recruitment must start in advance, recruit junior students next semester, and determine the employment relationship and direction. Technical secondary schools should establish a school-enterprise relationship in their sophomore year or even before entering school, otherwise they will not be able to recruit students after graduation.

We must remind everyone that long-term construction is more effective than short-term, and funds must be invested in talents. Many enterprises raise their wages without spending money, and the effect is not good. We must be cautious. At present, the investment in recruitment funds is insufficient, and the school recruitment policy does not allow it, so it can only be done overnight. Since the beginning of spring, the recruitment of schools has been delayed.

3. High-end talents must be cultivated internally, and external headhunters should be cautious.

You can recruit people from your peers, but you must ensure information symmetry, reduce costs, maintain credibility, and honor commitments.

Insiders introduce the establishment of network. It is also the most effective way to establish an internal talent recommendation system and give necessary rewards (you can introduce suitable on-the-job talents to interviewers, on-the-job employees, peer customers and resigned employees). You must understand relationships and network operations.

At present, it has started, but the recommended talents are unstable, and there is no reward, and the recommenders are not interested.

4. Headhunter selection: headhunters are not recommended because of high headhunter fees, poor service and poor follow-up ability.

Abstract: Selecting people, employing people, educating people and retaining people are the links in the human resources system. The large number of recruits and high turnover rate reflect many problems of the company. If there is a problem, no reform means no reflection. I suggest that the company must rethink and position the future human resources strategy. The top management must attach importance to it, give it support and funding, do a good job in stabilizing and foreseeing talents, and don't react to important people after people have left; Recruitment needs everyone's attention and information, not just a separate network and telephone, with poor effect and long employment cycle; A lot of money must be invested in the recruitment season from March to April, channel expansion should be done in the mid-term off-season, and talent reserve should be done in the later period.

The current recruitment situation is grim. The employee leaves the company within 3 months after joining the company or about 65,438+0 months after becoming a regular employee. Some departments have been recruited in March and are now leaving their jobs (2 people left the auto trade company and 3-4 people are now recruited; Datong Company recruited 10 people, but at present 10 people are deadlocked because of salary and projects. Ruixiang Advertising Media plans to recruit 10 people, and previously recruited 4 people to leave; The office driver plans to recruit 2 people, the front desk 1 person has been recruited, 1 person has left his job, and 1 person will leave his job soon; 1 financial accounting, from recruitment to resignation; The engineering department recruited 4 people and 3 people left). More reasons are that values are not recognized, middle school education is insufficient, work guidance is insufficient, activities are few, there must be problems in recruitment, and there is a gap between treatment, social security and reality.

I hope the company will support:

1. Policy support, changing ideas, the cost of college students is low, so we should start to do related schools and start to dig college students, which has great potential and high return rate.

2. The establishment of training base, the training of interns and the training plan of reserve cadres all need financial guarantee and policy guidance.

3. Regarding the timely rectification of centralized reflection problems, the contract problems must be signed on time; Social security issues have been improved; In the part of salary adjustment, the management level must be improved, and new cadres should be responsible for their ability to lead the team and do a good job of mentoring.