6. Internal recruitment Internal recruitment means that the company announces job vacancies to employees and encourages employees to compete for jobs. For example, China Mobile uses this recruitment m

6. Internal recruitment Internal recruitment means that the company announces job vacancies to employees and encourages employees to compete for jobs. For example, China Mobile uses this recruitment method. For large enterprises, internal recruitment can help enhance employee mobility. At the same time, because employees can be promoted or change jobs through competitive recruitment, it is also an effective incentive method that can improve employee satisfaction and retain talents. . Talents recruited internally generally have a good understanding of the company and business, so they can move into new roles quickly without requiring the company to spend a lot of training costs. However, this method also has certain shortcomings. If a company uses internal recruitment too much, the company will lack new ideas and perspectives, and employees will have a certain thinking inertia and lack vitality. Specifically, internal recruitment channels include job announcements, job technical files, and employee recommendations. Take employee recommendation as an example. Many companies in our country adopt the method of recommendation from old employees to recruit new employees, which is highly targeted and reliable. However, it should be noted that if there are too many employee recommendations in a certain area, some small interest groups may be formed. To encourage employee referrals, companies can introduce some incentives. For example, in early 2010, due to the surge in corporate orders after the financial crisis and the shortage of migrant workers, Shenzhen Foxconn launched a method to reward employees for recommending fellow workers, including reimbursement of travel expenses to Shenzhen and a bonus of 200 yuan. 7. Employee Recommendation Companies can use employees to recommend their relatives and friends to apply for positions in the company. The biggest advantage of this recruitment method is that the information held by both companies and applicants is relatively symmetrical. The introducer will introduce the true situation of the applicant to the company, saving the company from checking the authenticity of the applicant. At the same time, the applicant can also understand all aspects of the company's internal situation through the introducer, so as to make rational choices. Many companies have adopted this recruitment method. For example, Colgate Company encourages employees to recommend and set up some incentives. If the applicant is admitted, the introducer will receive a certain bonus. However, you should also pay attention to some negative effects when using this channel: In order to cultivate their personal power in the company, some internal employees or middle- and high-level leaders arrange their cronies in important positions in the company to form small groups, which will affect the normal organization of the company. Structure and operations. 8. Personnel outsourcing. The so-called outsourcing, literally translated as "external resources" in English, refers to the integration and use of the best external professional resources by an enterprise to reduce costs, improve efficiency, give full play to its core competitiveness and enhance the enterprise's environmental impact. A management model with rapid adaptability. In an enterprise, in order to improve the human resources department, it is necessary to set up various supporting professional human resources personnel, such as "salary management specialist", "recruitment specialist", "training specialist" and so on. The cost is relatively huge. However, many domestic enterprises do not have such equipment, especially some small and medium-sized enterprises. From a cost-effective perspective, they do not need to have so many personnel in an enterprise of this size, so they outsource this management For human resources agencies, professional human resources agencies are relatively more complete than their own enterprises. The enterprises use more professional things to improve their own shortage of human resources, thereby saving their own resources and creating the greatest value. The benefits of personnel agency include avoiding risks, reducing disputes, reducing operating costs, saving personnel specialists’ time, and improving work efficiency. Especially after the new labor law, outsourcing to avoid risks is more worthy of promotion. In addition, personnel outsourcing also objectively reflects the general salary situation in the labor market, provides scientific basis for enterprises to carry out salary management, and lays a solid foundation for enterprises to attract, retain and motivate talents. According to the actual needs of enterprises, professional personnel services are provided, so that enterprises can not only introduce advanced personnel management methods in a timely manner, avoid policy risks, improve employee satisfaction, but also save a lot of manpower, money and time in routine work.