What are the common external recruitment methods in retail industry?

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In the retail industry, the common external recruitment methods generally include the following:

1. Special job fairs can be organized by enterprises, or participated by the government and some employment agencies. The job fair is equivalent to the talent market, with open recruitment needs and on-site registration. The biggest advantage of this move is that it has a wide range of information and is more efficient in directly facing job seekers. But the disadvantage is that it is more suitable for basic positions such as waiters and workers, and professionals often participate in these activities less.

2. Newspaper recruitment is a recruitment method by advertising in newspapers. When we read newspapers every day, we will find a large number of job advertisements, which shows that newspaper advertisements are still one of the main ways for many enterprises to recruit new employees. Recruitment through newspaper advertisements is a passive recruitment method, and it is difficult to control the number of applicants and the qualifications of candidates, because the company cannot know how many people will apply and whether there are suitable talents among the candidates. At the same time, a large number of interviews is also one of the headaches. At the same time, because many companies recruit through newspapers, how to attract more people's attention in newspapers is also one of the problems to be considered, because newspaper recruitment is characterized by a wide range. If you can't attract a large number of applicants, it is a failed recruitment.

3. Campus recruitment. Campus recruitment through the student employment service center is also a recruitment method. Many universities, commercial schools and vocational schools have their own graduation distribution offices, which are responsible for the graduation distribution of students. Peking University and Tsinghua, which we are familiar with, have their own employment guidance centers. They will post the job advertisements sent by the company on the bulletin board and incorporate them into their work plans. The level of education and skills required determines which schools should be contacted. Recruitment through the Student Employment Service Center is more suitable for some majors. At the same time, you should clearly realize that all the people you recruit are students with no work experience, and it is unrealistic to expect them to start working immediately after going to work.

4. Online recruitment is one of the ways to publish recruitment information through the company website or professional recruitment website. It is a recruitment method in which the human resources management department of a company publishes recruitment information through the Internet or Intranet, and collects recruitment information through e-mail or resume database. After information processing, the candidates for the required positions are initially determined. Online recruitment is also a passive recruitment method. The main advantages of online recruitment are relatively low recruitment cost, timely and sufficient information collection, and shortened recruitment time for enterprises; The main disadvantage is that it is impossible to control the quantity and quality of recruiters and face-to-face communication, which is not suitable for economically underdeveloped areas. Under the current situation in China, online recruitment is not suitable for jobs with low requirements on knowledge and skills, because considering the characteristics of online crowds, if the recruitment information released by the company is not seen by the recruiter, it will not recruit suitable candidates.

5. headhunting company recruitment. With the further opening of the talent market in China, headhunting companies are playing an increasingly important role in talent recruitment. Headhunting company is an organization that provides services for enterprise recruitment through professionals, and the service object of headhunting company is to recruit senior management talents and senior professionals. The main advantages of headhunting companies are the speed of finding talents and the high quality of talents. Headhunting companies generally have a wide range of professional resources to use and a large number of talent reserves in their hands, so the speed of searching for talents is very fast and the quality is relatively high. The disadvantage of finding talents through headhunting companies is that the cost is higher. General headhunting companies charge 30% of the annual salary for recommended successful positions.