How to effectively broaden the recruitment channels

The recruitment channels can be maintained by the following methods:

1. Regular professional recruitment websites are used to refresh and post positions regularly, and resumes are collected and viewed in time;

2. Keep in touch with schools and intermediaries (human resources companies) that have cooperated or have potential cooperation intentions, and adopt campus recruitment and methods recommended by human resources companies to obtain human resources in case of employment emergency;

3. A recommendation system is set up internally, and employees can be invited to recommend suitable candidates in the form of bonuses;

4. Compare the costs and benefits of conventional recruitment channels and choose the best recruitment method.

The recruitment channels commonly used by employers are as follows:

1. Online recruitment

Advantages: This is a new form of media recruitment with the increasing popularity of the Internet. Recruitment information can be targeted at regular intervals and managed after release, and its cost is relatively low, which can theoretically cover the whole world.

Disadvantages: This channel can't control the quality and quantity of candidates. Massive information, including all kinds of junk mail and virus mail, will increase the pressure of recruitment, and the effect is poor in areas with full informationization. This form can be adopted by units that recruit more all the year round. In addition, with the enrichment and improvement of the resume database of major talent websites, HR people can use the "net talent" service provided by the website to search for the person we are looking for in the resume database. This approach is somewhat similar to headhunting.

2. Targeted recruitment on campus

Advantages: Campus recruitment can greatly improve the company's popularity in the university circle, provide a talent pool for the company to reserve talents, and lay a foundation for establishing a good school-enterprise cooperation relationship. Moreover, the cost of campus recruitment is low, and sometimes even admission is free for well-known enterprises.

Disadvantages: Although campus recruitment can attract many potential talents, the professionalism (attitude, professional skills, behavior habits, etc.) of such personnel is not high, and the turnover rate is high, which requires enterprises to invest more energy in systematic and complete training.

3. On-the-spot job fair

Advantages: This is a traditional recruitment method with moderate cost. Hrs can not only communicate directly with job seekers face to face (equivalent to the initial test), but also intuitively show the strength and style of the enterprise. This method is generally efficient, which can quickly eliminate unqualified personnel and control the quantity and quality of applicants.

Disadvantages: Its limitation is that it is often influenced by the promotion efforts of the exhibition organizers, and it is difficult to effectively guarantee the quantity and quality of job seekers. This method is usually used to recruit general talents.

4. Internal recruitment

Advantages: Internal recruitment is more common in large-scale enterprises. This method is characterized by low cost, which can greatly improve the morale of employees. Applicants know the company well, adapt to the company's culture and management, and can quickly enter the working state, and can cultivate multi-functional talents internally.

Disadvantages: Its limitations are also obvious, that is, the number of personnel is limited, it is easy to inbreeding, forming factions, and there is a lack of differentiated suggestions in organizational decision-making, which is not conducive to management innovation and change.

5. Recruitment by headhunting companies

Advantages: Headhunting is a recruitment method in which consulting companies use their talent pool and network to quickly and directionally find the talents needed by enterprises in a short period of time.

Disadvantages: The fees charged by regular headhunting companies are relatively high, usually 2-3% of the annual salary of successful hunters.

6, media advertising recruitment

Advantages: As newspapers are still an important platform for the general public, including job seekers, this form of advertising has a wide coverage in the local area, and the target audience has a very high probability of acceptance. It can not only enhance the visibility of enterprises in the local area, but also effectively publicize the company's business, which has the effect of killing two birds with one stone.

Disadvantages: This recruitment channel will attract many unqualified candidates, which will increase the workload and difficulty of the HR department in selecting resumes and prolong the recruitment cycle. In addition, the cost of this channel is relatively high, especially the cost of choosing "eye-catching" pages and layouts will be higher.

7. Recruitment notice

Advantages: This is a widely used recruitment method before the formation of recruitment media. At present, it is still widely used in small and medium-sized enterprises, service industries and labor recruitment. This method is characterized by simplicity and easy operation, and it can meet the needs of people with low educational level and poor economic conditions to apply for jobs.

Disadvantages: First, it affects the company's image; second, it goes against the general trend of "No posting advertisements and notices at random".

8. Employee recommendation

Advantages: the recruitment cost is low, there is a certain similarity between the candidates and the existing employees, and the basic quality is reliable, so employees with similar quality and skills can be quickly found.

Disadvantages: This method has a narrow choice, and it is often difficult to recruit talented people with outstanding abilities.

9. Industry, professional websites and forums

Advantages: This channel is similar to the recruitment of talent websites, which is quick and simple. What is even better is that it can communicate with each other in time and in depth through the network. Therefore, we are likely to find the dream "swift horse" here.

Disadvantages: the cost of channel search is very high, and the range of talents to choose from is relatively narrow. Many times, it seems to be taking a chance.