Common recruitment strategies include

Common recruitment strategies include recruitment plan and strategy, recruitment personnel strategy, recruitment location strategy and recruitment time strategy.

1. recruitment plan and strategy: making a recruitment plan is the core task of the human resources department in recruitment. By making a plan, we can analyze the quantity and quality of talents needed by the company and avoid blindness in our work. Recruitment strategy is the concrete embodiment of the recruitment plan and the specific strategy adopted to realize the recruitment plan.

2. Recruiter strategy: As the representative of the organization, the quality of recruiters is related to whether the organization can attract outstanding talents. So the selection of recruiters is also a corresponding skill.

3. Recruitment time strategy: follow the law of talent in the labor market and plan recruitment events; Recruitment in the labor market at the peak of talent supply can save costs and improve recruitment efficiency.

4. Recruitment location strategy: select the recruitment scope; Choose nearby to save costs; The choice of location is fixed.

Methods of formulating recruitment strategy:

1. Clarify the recruitment requirements: First, determine the specific recruitment positions, number of people and qualification requirements according to the company's strategic objectives, business development planning and organizational structure adjustment. At the same time, it is necessary to analyze the core competence and key performance indicators of each position.

2. Market research and talent portrait: Understand the salary and welfare level, talent distribution, popular skills and other information of the same industry or similar positions, and construct the talent portrait of the ideal candidate through data and cases, so as to accurately locate the target population.

3. Selection of recruitment channels: According to the characteristics of recruitment positions and target candidates, choose appropriate recruitment channels, such as internal recommendation, social media, recruitment websites, campus recruitment and headhunting service.

4. Design the recruitment process: Set a reasonable recruitment process, including resume screening, preliminary interview, professional testing, comprehensive interview, background investigation, employment decision-making and other stages to ensure that the whole process is fair, efficient and transparent.

5. Formulate attraction strategy: In order to attract outstanding candidates, we need to conceive a competitive salary and welfare system, a good career development channel, corporate culture display and an efficient communication and feedback mechanism.

6. Implementation and evaluation: Implement the recruitment plan and regularly evaluate the recruitment effect, including but not limited to the recruitment cycle, cost-effectiveness, new employee retention rate and new employee performance. And adjust and optimize the recruitment strategy in time according to the evaluation results.

7. Establishing employer brand: In the long run, by enhancing corporate image and shaping employer brand, recruitment effect and talent attraction can be effectively improved, which is also an important part of recruitment strategy.