Employee recruitment channel 1. External recruitment channels include: talent exchange center, job fair, traditional media advertising, online recruitment, campus recruitment, talent headhunting and employee recommendation. (1) talent exchange centers and job fairs Many cities in China have specialized talent exchange service institutions that provide services to enterprises and institutions all the year round. They generally have a talent database, and employers can easily query the talent data with basically the same conditions in the database. Selecting people through the talent exchange center has strong pertinence and low cost. Talent exchange centers or other talent exchange service institutions hold job fairs many times every year, and recruiters and candidates of employers can communicate directly. The biggest feature of the job fair is the concentration of applicants, large choice of employers, reasonable expenses and good corporate publicity. (2) Media Advertisements: Advertisements are published through newspapers, magazines, radio and television, etc. to convey the recruitment information to the public, with wide coverage and high speed. Comparatively speaking, it costs more to publish job advertisements in newspapers and TV, but it is easy to highlight the organizational image; Many radio stations have talent exchange programs, and the cost of broadcasting job advertisements is low, but the effect is worse than that of newspaper and TV advertisements. The recruitment advertisement should include the following contents: 1) Basic information of the organization. 2) Recruitment positions, quantity and basic conditions. 3) Recruitment scope. 4) Salary. 5) Registration time, place, method and required materials. The advantages of media advertising recruitment are: wide range of information dissemination, high speed, large number of applicants, rich levels, large choice of organizations, and organizations can recruit high-quality employees. The disadvantages of media advertising recruitment are: long recruitment time; High advertising fee; Need more time to screen. (3) Online Recruitment Online recruitment is a new recruitment method. It has the advantages of low cost, wide coverage, long time period and quick and convenient contact. Employers can publish job advertisements on their own websites, or on some websites, or publish information on some special recruitment websites. Network recruitment is widely used because of its wide range of information dissemination, high speed, low cost, wide choice of supply and demand, and no limitation of time and space. Of course, it also has some shortcomings, such as easy confusion between true and false, complicated screening procedures, and difficulty in recruiting senior talents. (D) The campus recruitment school is a place where talents are highly concentrated and an important source for organizations to obtain human resources. For the recruitment of college graduates, you can choose to do it directly on campus. Including graduate job fairs held in schools, recruitment notices, employment seminars and recommendations from graduate distribution offices. The advantages of school recruitment are: 1) organizations can recruit a large number of high-quality talents on campus; 2) Although college graduates lack experience, they have great development potential; 3) Because college students are more active, they can bring some new management concepts and new technologies to the organization, which is conducive to the long-term development of the organization. However, there are obvious shortcomings in school recruitment: 1) School graduates generally lack practical experience and organizations need long-term training; 2) Newly recruited college graduates can't meet the immediate employment needs of the organization, and they have to go through a long period of mutual adaptation; 3) Recruitment takes a lot of time and the cost is relatively high; 4) The on-the-job rate of employees recruited by universities is low, and the turnover rate is high after a period of time. (V) Talent Hunting It is generally believed that "headhunting" companies are professional intermediaries that "hunt" senior talents and cutting-edge talents for employers. (VI) Employee recommendation is an important form for enterprise employees to recommend candidates for recruitment. Second, internal recruitment Internal recruitment is to release recruitment information to employees within the company, and employees can apply for it themselves. Third, internal recruitment or external recruitment internal source selection has many advantages: 1) The selection time is relatively abundant, and the strengths and weaknesses are more comprehensive. 2) They are familiar with the organizational situation, the process of understanding and adapting to the work will be greatly shortened, and they can quickly enter the role after taking office. 3) Internal promotion brings hope to everyone, which is conducive to boosting morale, improving work enthusiasm, mobilizing employees' enthusiasm and inspiring employees' self-motivation. Endogenous selection also has its shortcomings. The expression: 1) is easy to cause "inbreeding". Old employees' outdated mentality is not conducive to innovation, and innovation is the driving force for organizational development. 2) It is easy to form a complex network of relationships within the organization, and cronyism and cronyism bring difficulties to fair, reasonable and scientific management. 3) The range of internal candidates is narrow. Compared with internal recruitment, external recruitment has many advantages: 1) Wide sources and large selection space. Especially in the period of organization start-up and rapid development, it is more necessary to recruit a large number of employees from outside. 2) It can avoid "inbreeding" and bring fresh air and vitality to the organization, which is conducive to organizational innovation and management innovation. In addition, because they just joined the organization recently, they have no personal grievances with others in history, so they rarely care about complex interpersonal networks at work. 3) Applicants can be required to have a certain degree of education and work experience, thus saving training time and expenses. The disadvantage of external recruitment is: 1) It is difficult to accurately judge their actual working ability. 2) It is easy to hit internal employees. 3) High cost. Fourth, headhunting recruitment, the effect of choosing headhunting recruitment is far better than ordinary online recruitment and newspaper recruitment; Headhunting recruitment is more targeted, and the selected candidates are more suitable for the needs of enterprises. At present, there are headhunting companies in China, such as China Yingcai headhunting company, elite headhunting company and Fiberhome headhunting company. recruitment tests
Testing in recruitment is an indispensable and important link in the process of employee recruitment. Recruitment examination is generally divided into interview, knowledge test, psychological test, operation technical examination and qualification certificate examination.
1, interview
Interview is the most commonly used examination method in recruitment activities. According to the form and purpose of interviews, interviews can be divided into structured interviews, unstructured interviews, general interviews and professional skills interviews.
Interview has many advantages, such as strong adaptability, two-way communication and multi-channel access to candidates' information.
The biggest disadvantage of the interview is that it is not easy to quantify, and there may be various prejudices.
In order to make the interview play a greater role, it is suggested to pay attention to the following aspects when recruiting:
A. Don't let an interview team interview many candidates at once.
B, it is best to adopt a structured interview, and clarify the interview time, question content and scoring standard.
C. Use conversation skills in the interview, and pay attention to the selection of interview links and the atmosphere of the interview.
D, the examiner had better be professionally trained, and the attitude should be neutral during the interview. Don't give any intentional or unintentional hints to the candidates.
E, adopt a unified interview form, record the performance of candidates in time, and try to listen to spoken and silent language.
2. Knowledge test
Knowledge test mainly refers to a way to understand the breadth, depth and structure of candidates' knowledge through paper-and-pencil test.
There are many kinds of knowledge tests, but they can be summarized as follows:
Encyclopedia knowledge test, also called comprehensive test or breadth test. The purpose of the exam is to understand the width of candidates' knowledge.
Professional knowledge examination, also known as in-depth examination, is directly related to the position you apply for. For example, the professional knowledge examination of chemical engineers can include general chemistry, organic chemistry, inorganic chemistry, analytical chemistry, physical chemistry and so on. The purpose of the examination is to understand the examinee's mastery and application level of chemical knowledge.
Related knowledge test, also known as structural test, mainly understands the candidates' mastery of the relevant knowledge of the applied position.
When applying examination methods in recruitment, we should pay attention to the following questions:
In order to improve the reliability and validity of the test paper, please ask experienced experts to write the questions.
Test questions should pay full attention to the practical application ability of knowledge.
Arrange the examination room and provide necessary training for invigilators and marking staff.
Recruiting units that often use knowledge tests should gradually establish their own question bank.
The above is only for reference, which can simplify the procedure. I hope you can recruit the talents you are satisfied with as soon as possible!