How effective is the recruitment channel?

Effectiveness of recruitment channels: It mainly refers to measuring the situation of new employees after entering the company with some indicators related to work performance, including turnover intention, turnover rate, job retention rate, job satisfaction, organizational commitment, attendance and work performance.

Effectiveness of common major recruitment channels "

1, campus job fair

Judging from the individual difference hypothesis, the candidates for campus recruitment are generally young people with high academic qualifications, little work experience and strong plasticity. This kind of employees can quickly get familiar with the business and enter the situation after joining the job, so this recruitment channel is generally suitable for recruiting professional or special technical positions. Campus recruitment is the first choice if the recruitment enterprise focuses on the renewal of employees' knowledge structure and the long-term development of human resources. Of course, due to the lack of work experience, the company will have higher costs in future job training, and many students may have greater job mobility because they have just entered the society.

2. Professional intermediary

With the development of economy and social progress, the phenomenon of talent flow is becoming more and more common and active. In order to meet this demand, talent exchange centers or employment agencies have appeared in many cities. These institutions play a dual role, not only in selecting candidates for enterprises and units, but also in selecting work units for job seekers. Personnel recommended by professional organizations are generally screened, so the recruitment success rate is relatively high and the post effect is relatively good. Some standardized exchange centers can also provide follow-up services to reassure recruitment companies. Strong pertinence and low cost are the advantages of this channel.

3. On-site job fair

On-site recruitment is a common channel for company recruitment. At the job fair, employers and candidates can communicate directly, which saves time for enterprises and candidates and provides a lot of valuable information for recruiters. With the improvement of the talent exchange market, the fair shows a trend of professional development, such as the fair for middle and senior talents, the two-way selection meeting for fresh graduates, and the exchange meeting for information technology talents. Due to the concentration of candidates and the wide distribution of talents, enterprises have great choice. Enterprise recruiters can not only know the quality and trend of local human resources, but also know the human demand of personnel policies of other enterprises in the same industry by attending job fairs. However, most of the applicants through this channel are more suitable for middle-level positions in the company, and senior talents rarely attend this job fair, so the quantity and quality of recruitment may be greatly limited.

With the development of other recruitment channels, the limitations of on-site recruitment are increasingly prominent. At present, even excellent grassroots professional technicians and managers are reluctant to apply on the spot.

4. Internal recommendation

Internal recommendation is also one of the channels for companies to recruit new employees, which is also very common in real life. This is an effective channel, mainly manifested in the low turnover rate, high job satisfaction and good job performance of new employees after entering the company. Most of these candidates are familiar relatives or friends of employees in the company, so they have a clear and accurate understanding of the company's internal information and job requirements. On the other hand, employees in the company are familiar with the recommended people and will consider whether they have the corresponding conditions according to the job requirements. In addition, after entering the company, you may be able to integrate into the internal network of the company more quickly and get more help and guidance, so you may have better performance in a short time. However, when using this channel, we should also pay attention to some negative effects: some employees in the company may simply strive for a job opportunity for relatives and friends, regardless of whether the recommended person is qualified. What's more, some employees or middle and senior leaders arrange their cronies in important positions in the company to form several small groups, which will affect the normal organizational structure and operation of the company.

5. Media advertising

Publishing and broadcasting recruitment information in newspapers, magazines or television has a wide audience and generally receives more application materials, which also promotes the image of the enterprise. Through this channel, candidates are widely distributed, but senior talents rarely use this job search method, so it is more suitable for recruiting employees at the grass-roots and technical positions in the company. At the same time, one disadvantage of this channel is that it is difficult to distinguish the authenticity of candidate information, and the human resources department needs to spend a lot of manpower and material resources in this regard.

6. Online recruitment

Online recruitment is a new recruitment method in recent years. At present, there are two main types: online recruitment by talent exchange companies or intermediaries, and direct online recruitment by enterprises. The online recruitment channel presents three characteristics in practical application: First, the cost is relatively low. According to professionals, the cost of a job fair can be used for two months of online recruitment; Second, the network itself is a barrier, and candidates who pass through the network generally have a certain level in computer use, network and even English; Third, online recruitment advertisements are not limited by time and space, and the audience has strong timeliness. Recruitment information can also be published overseas. At the same time, IT is worth mentioning that this channel has a good effect on recruiting talents in the IT industry, which is also closely related to the characteristics that IT personnel often use the network.