How does HR do a good job in the "strategic layout" of recruitment channels

In the actual recruitment of enterprises, recruitment channels have become the bottleneck that hinders the inflow of living water, and the reason for this phenomenon is the lack of strategic layout of recruitment channels. The so-called iron camp is flowing, and business people come and go. This is the law. Only living water can continuously inject fresh power. In the actual recruitment of enterprises, recruitment channels have become the bottleneck that hinders the inflow of living water, and the reason for this phenomenon is the lack of strategic layout of recruitment channels. We often encounter such problems in consultation. Sometimes a management consulting scheme is completed and approved by the management of the enterprise. However, in order to effectively implement the plan internally, in addition to improving the ability of existing personnel, it is also necessary to introduce outstanding talents. At this time, enterprises always hope that consulting companies can recommend talents, and even wish to leave all the project team members behind. However, this is not a long-term solution. To solve the talent recruitment dilemma of enterprises, it is necessary to establish their own recruitment channels. In the long-term consulting practice of enterprise talent development, we summarized several steps of strategic layout of recruitment channels and shared them with enterprise human resources managers. Grasping the characteristics of recruitment demand, the demand analysis of enterprises for talents should not be viewed from one position, but from talents of different departments and ranks. Talents in enterprises are generally divided into marketing team, R&D team, production team, management team and other work series, and each type of team is divided into different levels of senior, middle and junior personnel. Enterprise human resources managers should always take stock of various positions of various teams. List and analyze the personnel flow, staffing growth demand and training cycle of various positions, and estimate the potential demand and demand cycle characteristics of various personnel in combination with the business development of the enterprise. Investigate the talent supply of external channels, conduct a list survey and understanding of all kinds of channels related to talent supply in this enterprise, judge the efficiency and talent characteristics of these channels, and evaluate the satisfaction degree of talent demand in this enterprise from the perspective of efficiency and cost according to different types of talent demand in this enterprise. In practice, it is found that headhunting is efficient and costly, the supply cycle of colleges and universities is stable but the emergency is poor, the talent exchange market fluctuates greatly but the cost is not high, the website recruitment cost is low, the number of people fluctuates greatly but the quality fluctuates greatly, and the professional media advertising cost is high but the recruitment target is targeted. After comparing and evaluating the needs of different talents from different channels, we can clearly see where the efficiency and cost losses caused by solving all kinds of recruitment with a single channel are in our daily recruitment. According to the enterprise's talent recruitment demand and the corresponding talent channel evaluation, the enterprise's talent recruitment channel strategy can be obtained and the corresponding layout can be made. For example, the demand for emergency senior talents caused by liquidity is often realized through multi-party recommendation channels, so it is necessary to prepare a higher channel cost strategy, extensively explore the channel resource relationship of such talents, and establish a corresponding emergency channel information base; For senior talents with growth factors, long-term cooperation in headhunting can reduce channel costs and ensure channel efficiency, and sign contracts with one or two professional headhunting companies to obtain lower price commitments and corresponding service commitments; The demand for mobile basic employees can be realized through the talent market or professional media advertising, and the corresponding long-term cooperative relationship can be established; For grass-roots employees who are growing up or regularly supplementing, they can establish long-term cooperative relations with training units such as universities and vocational education institutions, and pay attention to the recruitment targets in advance. In addition, we can also establish internal recommendation channels and give corresponding incentive policies, such as giving certain material rewards to successful recommendations. Building a recruitment channel construction system The realization of the strategic layout of recruitment channels is not a temporary achievement, but a long-term construction. As an important function of human resources recruitment department, need should be clear in organizational division of labor, pay attention to performance management, have strict working procedures in daily work, and have corresponding resource input in the development of recruitment channels.