How do enterprises choose recruitment methods?

Recruitment channel is one of the auxiliary means to organize recruitment behavior. A good recruitment channel should have the following characteristics:

First, the recruitment channels are purposeful. That is, whether the selection of recruitment channels can meet the requirements of recruitment.

Second, the economy of recruitment channels. Refers to the lowest cost when recruiting suitable personnel.

Third, the feasibility of recruitment channels. It means that the selected recruitment channels are realistic and feasible.

[Edit] Common recruitment channels

1. Field recruitment

On-site recruitment is a way for enterprises and talents to have direct face-to-face conversations and complete recruitment interviews on the spot through venues provided by third parties. 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 enterprises publishing 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. Companies will put up posters and introduce them in schools to attract graduating students to apply. For some excellent students, they can be recommended by the school, and for some special positions, they can be directly employed by enterprises after school training.

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.

4. Traditional media advertising

Publishing and broadcasting recruitment information in newspapers, magazines, television and radio has a wide audience, quick effect and simple process, and generally receives more application materials, which also plays a certain propaganda role for enterprises. 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, the effect of this channel will also be affected by the influence, coverage and timeliness of the advertising carrier.

5. Talent agency

On the one hand, this kind of organization looks for talents for enterprises, on the other hand, it also helps talents find suitable employers. Generally, it includes employment agencies for low-end talents and headhunting companies for high-end talents. It is most convenient for enterprises to recruit in this way, because enterprises only need to submit recruitment requirements to talent introduction institutions, which will find and assess talents according to their own resources and information, and recommend suitable personnel to enterprises. However, the cost of this method is relatively high, and headhunting companies generally charge 30% of the annual salary of talents as headhunting expenses.

6. Internal recruitment

Internal recruitment means that companies announce job vacancies to employees and encourage them to compete for posts, such as China Mobile. For large enterprises, internal recruitment helps to enhance the mobility of employees. At the same time, because employees can get promotion or job-hopping through competition, it is also an effective incentive means, which can improve employees' satisfaction and retain talents. Internally recruited talents are generally familiar with the company and business, and can quickly enter new roles without the company paying a lot of training costs. However, this method also has some disadvantages. If enterprises use internal recruitment too much, they will lack new ideas and new perspectives, and employees will have certain inertia and lack vitality.

7. Employee recommendation

Enterprises can recommend their relatives and friends to apply for positions in the company through employees. The biggest advantage of this recruitment method is that the information held by both the enterprise and the applicant is relatively symmetrical. The introducer will introduce the real situation of the applicant to the enterprise, which saves the enterprise from investigating the authenticity of the applicant. At the same time, the applicant can also learn about all aspects of the enterprise through the introducer, so as to make a rational choice. At present, many enterprises have adopted this recruitment method, such as Colgate, which encourages employees to recommend and sets up some incentive measures. If the applicant is accepted, the introducer will get a certain bonus. However, when using this channel, we should also pay attention to some negative effects: in order to cultivate personal influence in the company, some internal employees or middle and senior leaders arrange their cronies in important positions in the company and form small groups, which will affect the normal organizational structure and operation of the company.

[Edit] Effect of recruitment channels

From the perspective of labor market informatics, enterprises and candidates in the labor market are blind, and it is difficult to match well. The recruitment information released by enterprises is also a kind of information with short timeliness. Based on the above assumptions, when an applicant gets a job information, he will give it up if it does not meet his own conditions. If the recruitment information is collected and republished by an information intermediary, then the information that is useless to one candidate may be useful to others, so the recruitment information can be configured more effectively through this information intermediary. Therefore, Cohen (1960) and Li Chengping (200 1), a scholar in Taiwan Province province, both think that adopting formal recruitment channels is a more effective recruitment method.

There are also some scholars who get opposite evaluation through empirical research. Early research mainly used the years of work of candidates to evaluate the effectiveness of recruitment channels (Decker & Cornelius, 1979). The results show that employees' recommendation performance is the best, candidates are the most loyal, and newspapers and professional organizations are the worst. Others (Gannon,1971; Conard & Ashworth, 1986) also found that employee recommendation is the best recruitment channel by comparing the employee turnover rate.

Breakugh (1981) made a comprehensive comparison. He used variables such as employee performance, absence days and work attitude (job satisfaction, job involvement and superior satisfaction) to measure the effect of recruitment channels, and came to the conclusion that school employment guidance centers and newspapers are not as good as magazines and self-recommendation.

Moser(2005), another scholar, believes that the effect of recruitment channels can be measured by various variables of post-employment performance. These variables of post-employment performance can generally be divided into short-term performance and long-term performance. Some variables that employees can measure quickly after joining the company, such as job satisfaction, are short-term performance, while those that take a long time to measure even after employees leave the company are long-term performance. 1992 Wanous measures the long-term performance of employees, and the result shows that the employee turnover rate of internal recruitment channels is slightly lower than that of external recruitment channels. The explanation is that the relationship between the recommender and the recommended person is a factor that constrains and motivates the recommended person and plays an important role in the recommended person's work.

[Edit] Enterprise's Choice of Recruitment Channels

From the above discussion, we can find that the effect of recruitment channels based on different samples and theoretical reasoning is different. Therefore, enterprises should not blindly rely on a certain recruitment channel, but should combine their own characteristics, including financial situation, urgency, the quality of recruiters, and consider the type, level and ability requirements of recruitment positions to choose the appropriate recruitment channel.

For example, for growing enterprises, there is a great demand for talents. For the company's top management, internal recruitment should be adopted, because these people are very familiar with the company and are easy to get started in their new jobs. When the job changes, it will not have a great impact on the rapidly developing enterprises. At the same time, this promotion opportunity can also motivate and retain talents. For middle and low-level talents, effective recruitment channels should be considered, such as on-site recruitment and long-term online recruitment.

In short, there is no fixed optimal recruitment channel. For an enterprise, only the channel that is most suitable for the current enterprise situation and recruitment needs is the best.