In the actual recruitment process of the company, the human resources department will generally consider adopting various channels to recruit new employees. These different recruitment channels have their own characteristics and advantages and disadvantages. In practice, we can adopt corresponding channels according to the post characteristics of the company. 1. Campus Job Fair Thousands of students graduate from colleges and universities every year. At first, foreign companies generally paid more attention to holding job fairs on campus and recruiting outstanding graduates. However, with the development of the situation and the improvement of enterprise management concept, domestic enterprises pay more and more attention to campus recruitment as an important channel. Judging from the individual difference hypothesis, the candidates for campus recruitment are generally young people with high academic qualifications, little work experience and strong plasticity. This kind of employees can quickly get familiar with the business and enter the situation after joining the job, so this recruitment channel is generally suitable for recruiting professional or special technical positions. Campus recruitment is the first choice if the recruitment enterprise focuses on the renewal of employees' knowledge structure and the long-term development of human resources. Of course, due to the lack of work experience, the company will spend a lot of money on job training in the future. Many students are still unclear about their position because they have just entered the society, and their job mobility may be greater. 2. With the development of economy and social progress, the phenomenon of talent flow is becoming more and more common and active. In order to meet this demand, talent exchange centers or employment agencies have appeared in many cities. These institutions play a dual role, not only in selecting candidates for enterprises and units, but also in selecting work units for job seekers. Personnel recommended by professional organizations are generally screened, so the recruitment success rate is relatively high and the post effect is relatively good. Some standardized exchange centers can also provide follow-up services to reassure recruitment companies. Strong pertinence and low cost are the advantages of this channel. Headhunting company channel is a special professional intermediary agency, and most of the recruits through this channel are middle and high-level positions in the company. The personnel recruited by headhunting companies are characterized by rich work experience and outstanding management or professional skills, and are rare talents in the industry and corresponding positions. Company recruitment also has a certain demand for this channel, because middle and high-level positions in enterprises generally have on-the-job personnel. Before finding a better substitute, the decision-making power of adjustment is still in the hands of enterprise leaders, which is not suitable for public recruitment through the media in a big way, affecting the enthusiasm of on-the-job personnel; On the other hand, many candidates who are qualified for these positions have been hired, and their salary and status are quite guaranteed, so they will not easily "jump ship". Even if they have the intention to change companies, they tend to operate behind the scenes, unwilling to let leaders and colleagues know, and it is unlikely that they will post their application materials and participate in job fairs before deciding where to go. Therefore, headhunting companies can better balance the needs of companies and individuals. 3. On-site job fairs On-site recruitment is a common channel for companies to recruit. At the job fair, employers and candidates can communicate directly, which saves time for enterprises and candidates and provides a lot of valuable information for recruiters. With the improvement of the talent exchange market, the fair shows a trend of professional development, such as the fair for middle and senior talents, the two-way selection meeting for fresh graduates, and the exchange meeting for information technology talents. Due to the concentration of candidates and the wide distribution of talents, enterprises have great choice. Enterprise recruiters can not only know the quality and trend of local human resources, but also know the human demand of personnel policies of other enterprises in the same industry by attending job fairs. However, most of the applicants through this channel are more suitable for middle-level positions in the company, and senior talents rarely attend this job fair, so the quantity and quality of recruitment may be greatly limited. 4. Internal recommendation Internal recommendation is also one of the channels for companies to recruit new employees, which is also very common in real life. This is an effective channel, mainly manifested in the low turnover rate, high job satisfaction and good job performance of new employees after entering the company. Most of these candidates are familiar relatives or friends of employees in the company, so they have a clear and accurate understanding of the company's internal information and job requirements. On the other hand, employees in the company are familiar with the recommended people and will consider whether they have the corresponding conditions according to the job requirements. In addition, after entering the company, you may be able to integrate into the internal network of the company more quickly and get more help and guidance, so you may have better performance in a short time. However, when using this channel, we should also pay attention to some negative effects: some employees in the company may simply strive for a job opportunity for relatives and friends, regardless of whether the recommended person is qualified. What's more, some employees or middle and senior leaders arrange their cronies in important positions in the company to form several small groups, which will affect the normal organizational structure and operation of the company. 5. Media advertisements are published in newspapers, magazines or TV, and the recruitment information has a wide audience. Generally, they will receive more application materials, and at the same time, they can also promote the image of the enterprise. Through this channel, candidates are widely distributed, but senior talents rarely use this job search method, so it is more suitable for recruiting employees at the grass-roots and technical positions in the company. At the same time, one disadvantage of this channel is that it is difficult to distinguish the authenticity of candidate information, and the human resources department needs to spend a lot of manpower and material resources in this regard. 6. Online Recruitment There are two main purposes of online recruitment: online recruitment is completed by talent exchange companies or intermediaries, and online recruitment is directly carried out by enterprises. The online recruitment channel presents three characteristics in practical application: First, the cost is relatively low. According to professionals, the cost of a job fair can be used for two months of online recruitment; Second, the network itself is a barrier, and candidates who pass through the network generally have a certain level in computer use, network and even English; Third, online recruitment advertisements are not limited by time and space, and the audience has strong timeliness. Recruitment information can also be published overseas. At the same time, IT is worth mentioning that this channel has a good effect on recruiting talents in the IT industry, which is also closely related to the characteristics that IT personnel often use the network. 7. The way of "walking in" and the way of "walking in"-the applicant applies directly. This channel is still relatively few in practice. However, with the development of the market, this channel will gradually become one of the recruitment channels for companies. Because "come in" candidates generally have a deeper understanding of the company and systematic preparation for the positions they apply for, such personnel will also have better performance in their work after joining the company.
8. Outsourcing of human resources business
The so-called outsourcing of core business of human resources refers to a management mode that enterprises seek solutions through the guidance and assistance of professional institutions when the existing human resources managers can not meet the high-end needs of enterprises to improve their human resources management level.
The advantage of outsourcing core human resources is that the essence of this model is the social enjoyment of scarce resources. Through * * * enjoyment, high-end talents in human resource management can serve multiple enterprises at the same time, thus solving the problems of enterprises lacking advanced human resource management technology, new ideas and systematic management ideas to some extent. At the same time, because the professional consultants of the third party can follow the working principles of objectivity, independence, impartiality and confidentiality, it also solves the problem that the third party, as an "outsider" of the enterprise, cannot work like an "insider" of the enterprise, and even has a better effect than an "insider" from a certain perspective. For example, third-party professional consulting institutions can guarantee the right to speak with enterprise managers, possess comprehensive information and materials of enterprises, including "the voice that the boss can't hear", and have cross-industry management vision and so on. These advantages are the basic guarantee for professional consulting institutions to effectively serve enterprises. Therefore, more and more enterprises outsource the core human resource management contents including salary performance system construction, corporate culture construction and competency model development to professional consulting companies to seek high-end services of human resources.
In terms of cost, although enterprises need to pay higher costs to human resource outsourcing projects in the short term, on the whole, the cost payment level of enterprises is not as huge as intuitively shown. In other words, whether human resource outsourcing is conducive to reducing enterprise costs and improving management efficiency should be judged from the perspective of comprehensive cost efficiency. The basic idea of judgment is: whether the consulting project cost paid by the enterprise is equal to (or greater than and less than) the personnel introduction cost paid by the enterprise to achieve the consulting effect, including: the personnel training cost and time cost required to upgrade the human resource management level of the enterprise to a state that can meet the needs of the enterprise; Opportunity cost in the process of introduction and training; The cost of updating and maintaining human resource technology and expanding management vision for human resource managers. The main procedures of personnel recruitment can be roughly divided into the following three steps: first, formulate the personnel recruitment plan, then implement the plan, and finally control and evaluate the whole recruitment activity. (1) When making a recruitment plan, the following tasks should be completed: 1. Clarify the demand for human resources. Estimate time, cost and personnel. Internal and external information analysis 4. Selection and training of recruiters. Determination of recruitment scope and channels (II) Implementation of recruitment plan The implementation of recruitment plan includes the following steps: 1. Release recruitment news II. Accept applicants. Preliminary screening. Preliminary interview 3. Evaluation and control If problems are found in the recruitment process, the implementation plan should be revised at any time.