Where can I find employees quickly?

Recruitment channels:

1. On-site recruitment

On-site recruitment is a direct face-to-face dialogue between enterprises and talents through a venue provided by a third party. One way to get through a hiring interview. On-site recruitment generally includes job fairs and talent markets.

Job fairs are generally initiated and organized by various governments and talent introduction agencies, and are relatively formal. At the same time, most job fairs have specific themes, such as "fresh graduates special session" and "graduate degree talent special session" Or "IT talent special session", etc. Through this distinction of graduation time, academic level, knowledge structure, etc., companies can easily choose a suitable special session to set up recruitment booths for recruitment.

2. Online Recruitment

Online recruitment generally includes companies publishing recruitment information online and even conducting resume screening, written examinations, and interviews. Companies can usually conduct online recruitment in two ways. One is to publish recruitment information on the company's own website and build a recruitment system.

The second is to cooperate with professional recruitment websites, such as China Talent Network, 51job, Zhaopin Recruitment, etc., publish recruitment information through these websites, and use the existing systems of professional websites to conduct recruitment activities.

3. Campus recruitment

Campus recruitment is a recruitment channel used by many companies. Companies go to schools to put up posters and conduct information sessions to attract graduating students to apply. Some outstanding students can be recommended by the school. For some more special positions, they can also be directly hired by the company after being trained by the school.

Students recruited through campus recruitment have strong plasticity and sufficient motivation. However, these students have no actual work experience and require certain training before they can actually start working. Moreover, many students are not clear about their positioning because they have just entered the society, and their job mobility may also be relatively high.

4. Traditional media advertising

Publishing and broadcasting recruitment information in newspapers, magazines, television, radio and other carriers has a wide audience. Generally, more application materials will be received, and at the same time, It has played a certain publicity role for the enterprise.

Applicants through this channel are widely distributed, but senior talents rarely use this job search method, so it is more suitable for recruiting employees in junior and technical positions in the company. At the same time, the effectiveness of this channel will also be affected by the influence, coverage, and timeliness of the advertising carrier.

5. Internal referrals

As recruitment becomes more difficult, many companies have also carried out internal referrals. There are pros and cons to referrals. The advantages are saving recruitment costs and increasing staff. Stability and loyalty, reducing the difficulty of screening, and most importantly, positioning recruitment as more than just a human resources matter.

It is also the business of everyone in the company. The main disadvantages are that the nepotism in a company may be more complicated, and the later management of the company will be more difficult. But the overall advantages outweigh the disadvantages, and many companies are using internal referrals to recruit people.