How to choose recruitment channels?

How to choose a good recruitment channel has always been one of the problems that plague personnel managers. So, what is a good recruitment channel? A good recruitment channel should have the following characteristics:

1. The recruitment channel is purposeful. That is, whether the selection of recruitment channels can meet the requirements of recruitment

2. The economy of recruitment channels. Refers to the lowest cost when recruiting suitable personnel.

3. Feasibility of recruitment channels. It means that the selected recruitment channels are realistic and feasible.

Introduction of recruitment channels:

According to the different sources of recruiters, recruitment channels can be divided into internal recruitment and external recruitment. The so-called internal recruitment means that when there is a vacancy in the company, the recruitment problem is mainly solved by promoting internal employees; External recruitment is mainly to absorb external fresh blood to solve the recruitment problem.

Whether an organization adopts internal recruitment or external recruitment depends on many factors, including the requirements of recruitment positions, organizational culture and external environmental resources.

Recruitment channels can be divided into traditional recruitment channels and modern recruitment channels according to the time when they appear. There is no difference between traditional recruitment channels and modern recruitment channels. When choosing recruitment channels, personnel managers should not blindly choose popular ones, but know the right ones, because they should choose suitable ones.

Traditional recruitment channels mainly include

1. Employee recommendation

Employee recommendation is a recruitment method of recommending new employees through the company's own employees.

Employee recommendation is widely used in many companies at home and abroad. For example, Microsoft, charles schwab, DoubleClick, a global Internet advertising company, and other companies' recruitment channels are mainly through the recommendation of their existing employees.

These companies use a series of means to ensure the effectiveness of their recruitment channels. For example, if the names of referees are put on the back of each referee, employees with high recruitment rate will also receive company rewards. Microsoft's "Bole Award" is for employees who recommend talents and outstanding talents. Schwab also learned more about the recruits by holding a friendship meeting. At the mixer, employees of the company bring friends to participate in activities. Through these activities, recruiters can also understand the company culture, which increases the recruiter's sense of identity with the company.

Employee recommendation is more effective in recruiting professionals. The advantages of employee recommendation are low recruitment cost, high quality of candidates and high credibility. The method is fast and effective, and it doesn't take long to find and screen out those unknown job seekers. The disadvantage of employee recommendation is that the recruitment scope is narrow, and excellent talents are often not recruited.

Based on the above characteristics, we will understand why some securities companies and high-tech enterprises often recruit through recommendation, and rarely see them recruit through newspapers and the Internet.

2. Newspaper recruitment

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.

Based on the above characteristics, newspaper recruitment is more suitable for well-known jobs and majors, but not for some unpopular majors, such as aviation and water conservancy engineering. This form is not suitable for some over-popular majors, because too many applicants will increase the workload of recruiters; If the company recruits very few jobs, from an economic point of view, it is uneconomical to use advertising.

3. Student Employment Service Center

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, all have their own employment guidance centers. They will post the job advertisements sent by your company on the bulletin board and incorporate them into their work plans. The education level and skills you need determine which schools you should contact.

Recruitment through the student employment service center is more suitable for some professional recruitment. You can recruit talents in architecture from the School of Architecture or music-related talents from the Conservatory of Music. At the same time, you should be soberly aware that all the people you recruit are students with no work experience, and it will be unrealistic if you want them to start working immediately after they go to work.

4. Job Fair

Job fair is a recruitment method to achieve the purpose of recruiting personnel by attending the supply-demand meeting held by the society.

Job fairs are also a passive recruitment method. Face-to-face communication can be conducted at the job fair, but both parties can only make a preliminary choice, and the company will bring back a lot of information for the company to further screen.

Job fairs organized by the talent market are often limited by the publicity of the job fairs themselves, and the number and quality of candidates are difficult to guarantee. For most companies, the effectiveness of job fairs is very low. Many powerful companies will hold special job fairs for their publicity activities to provide relevant information for potential job seekers. Some multinational companies often choose to hold special job fairs in society or on campus, but for students, it is often because of the purpose of holding them.

Modern recruitment channels mainly include

1. Headhunting Company

Recruiting talents through headhunting companies is one of the modern recruitment methods.

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 serves the recruitment of enterprises through professionals. 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.

Therefore, if your company is going to recruit senior talents, you can consider the channels of headhunting companies.

2. Online recruitment

Online recruitment is one of the ways to publish recruitment information through company websites or professional recruitment websites. 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 that do not require high knowledge and skills, because considering the characteristics of people surfing the Internet, if the recruitment information released by your company is not seen by the recruiter, you will not be able to recruit suitable candidates.

Recruitment cost:

Recruitment costs include direct costs and indirect costs. The direct cost is the expenditure of advertising and job fairs; Fees charged by recruitment agents and employment agencies; Employee recommended talent bonus; University recruitment fees, etc. ; Indirect cost refers to the salary, welfare, travel expenses and other management expenses incurred by the company due to recruitment.

Different recruitment channels correspond to different recruitment costs. Knowing the following knowledge will help you choose the right recruitment channel when recruiting.

We can often see such job advertisements in newspapers and magazines, from senior project managers to VIP drivers. As we all know, the advertising expenses in newspapers and periodicals are calculated according to the layout, so the direct expenses of senior project managers and VIP drivers are the same. However, in actual talent recruitment, the recruitment expenses of senior project managers and VIP drivers are different, so it is difficult to meet the recruitment needs of two different levels at the same time with the same money. So we should choose different channels to recruit talents at different levels.

When we choose recruitment channels, we should comprehensively consider recruitment cost, recruitment time limit and recruitment post requirements. Through the above introduction, I believe you will definitely choose the recruitment channel suitable for your company. If you are a human resource in the semiconductor industry, Cai Ying said. Com will be your satisfactory choice!