How do enterprises choose the most suitable recruitment channels?

The selection of recruitment channels is an important factor to determine the recruitment effect. Different recruitment channels have different effects, and companies need to choose according to the actual recruitment needs, and the right one is the best. But generally speaking, a good recruitment channel should have three characteristics: fast-the timeliness of recruitment channels should first solve the problem of information asymmetry, so that job seekers can know the needs of the company and the company can understand job seekers. Therefore, from the perspective of timeliness, a good recruitment channel should not only establish mutual understanding between the company and job seekers in a short time, but also ensure that the communication between the two parties is convenient enough. According to this standard, the faster recruitment channels are: on-site job fair, online recruitment, internal promotion or employee recommendation. At the same time, some low-end talent employment agencies can also be provided quickly. Traditional newspaper media and headhunting companies are relatively slow. Accuracy of recruitment channels-Different targeted recruitment channels should be suitable for different types of talent recruitment. Therefore, when selecting recruitment channels, we should determine the ideal talent group according to the job requirements and have clear pertinence. For example, online recruitment is aimed at young people and white-collar workers with certain knowledge and skills; Headhunting companies are faced with middle and senior technical or management talents and so on. Province-the economy of recruitment channels When choosing recruitment channels, the recruitment cost is also a problem that needs to be considered, and it is necessary to find suitable talents with the least expenditure. The recruitment cost is closely related to the level and specialty of the recruited talents, and also to the length of the recruitment cycle. Generally speaking, the recruitment cycle is short, and you can choose the form of job fair or employee recommendation, which can meet the recruitment of ordinary talents and intermediate talents with relatively low cost; Although the cost of recruitment through specialized professional institutions or headhunting companies is relatively high, this form may be adopted for important positions and positions with perennial recruitment needs. Expert prescription: prescription 1: online recruitment is gradually leading the trend. Online recruitment is a popular recruitment channel in recent years. With the continuous innovation of technical level and service mode, online recruitment also appears in various forms. Generally speaking, it can be divided into these categories: specialized recruitment websites. For example, chemical industry in ChinaHR.com, Zhaopin.com and Talents.com; Company website. Well-known enterprises or units have their own websites, and usually there is a special "talent recruitment" channel, through which job seekers can learn the details of the company and submit resumes; Recruitment channels in online media. For example, Sina and other online media have recruitment channels; Other innovative online recruitment methods, such as CPN (Workplace Community), gather job seekers through blog interaction and introduce the concept of "contacts" in recruitment, which is relatively novel. In addition, there are some online chat rooms and forums. To provide a communication platform for recruiters and job seekers. Compared with traditional recruitment methods, online recruitment has three advantages: first, the recruitment cost is low and the information is large. The price of posting job advertisements through the internet is not high, and the information transmission is much wider than that of traditional media, and some information is even spread all over the world. At the same time, the huge online talent pool provides great information support for talent reserve, search and selection. Secondly, it saves the recruitment time and shortens the recruitment cycle. Some ordinary positions can be basically confirmed by accepting resumes and negotiating online, which is undoubtedly a good way to save time and effort for personnel managers in many companies. In particular, the emergence of some new technologies, such as online assessment and video resume, has provided great convenience for remote recruitment. Third, it is more targeted. Although online recruitment is a passive recruitment channel, the talent level and industry classification are more detailed, especially the network group must have basic computer operation level or foreign language and other professional knowledge, which saves the company's assessment process of basic talents. Of course, there are still some shortcomings in online recruitment: first, the scope of talents covered by online recruitment is not wide enough. Because the popularity of Internet in China is not high enough, many economically underdeveloped areas can't realize e-office on a large scale. Similarly, due to the limitation of educational level, ordinary talents can't skillfully use network tools. Second, the authenticity and validity of online recruitment information cannot be guaranteed. Because the current network integrity level is not enough, it is difficult to guarantee the authenticity of recruitment or job search information. Third, the depth of online recruitment service is not enough. Many recruitment websites only provide information and no services, so it is difficult to achieve smooth communication between recruiters and job seekers. But in the long run, I believe that with the continuous development of technical level and service mode, online recruitment can also be continuously improved. The advantages of online recruitment will make it the preferred recruitment channel for more and more companies. Prescription 2: Cost Analysis of Common Recruitment Channels When enterprises choose recruitment channels, economic cost input is often an important factor to be considered. 1. The economic cost of the job fair is related to the scale and location of the exhibition, generally ranging from several hundred to several thousand yuan. It is a relatively moderate recruitment method with a "cost-effectiveness ratio", which is suitable for recruiting general-level management talents and professional and technical talents. 2. Entrustment Recruitment At present, there are two kinds of entrustment recruitment, one is recommended or dispatched by intermediary agencies, and the other is the more expensive headhunting service. Entrustment recruitment is very time-saving and labor-saving, but the cost is usually 30% to 40% of the annual salary of talents, which is more suitable for recruiting middle and senior managers and professional and technical personnel urgently needed by enterprises. 3. Publishing media advertisements It takes some time to publish job advertisements in newspapers, magazines and other media, so the cost is relatively high. Its cost is restricted by the influence, professionalism and layout size of the selected media. Among many recruitment methods, its cost performance is quite high. 4. When internal staff recruitment is adopted, it usually takes less skill evaluation and shorter time to decide whether internal staff are competent, thus reducing the corresponding test cost. Secondly, internal job seekers are already familiar with the company and its business and can start work soon, so the training cost can also be reduced. Prescription 3: Open up new recruitment channels In addition to the common recruitment channels, some new recruitment channels have gradually emerged for enterprises' reference: Talent transmission base: virtual organizations are mainly established in some universities or institutions to transport certain talents as long-term reserves of enterprises. This channel is a relatively large project, generally suitable for large enterprises. Resource sharing between peers and peers: Many times, people in the same industry are recruiting for the same position, and some positions are overstaffed and some positions are seriously inadequate. It is not only low cost but also high success rate to establish complementary recruitment resources among industries, which is a good channel and method to improve the allocation of modern human resources. In addition, peers hold a large number of human resources, so peers, especially the human resources managers in charge of recruitment, can exchange some redundant human resources reserves. Interpersonal network recruitment: refers to the company recruiting talents through a wide range of social network channels. The talents hired through this channel are relatively stable and reliable, and the recruitment cost is also low. However, this kind of channel needs very good communication skills and long-term gradual cultivation, which is not a one-off event. Network headhunting: it is a new form of online recruitment, that is, the website encourages netizens to recommend talents for enterprises by offering rewards. Unique secret recipe: choose channels according to the characteristics of potential candidates. What kind of recruitment channels enterprises choose should consider the following points: 1. Is the company's development stage a start-up, development, maturity or recession? Due to the different salaries and benefits that can be provided in different stages of enterprise development, the recruitment channels in different periods will be different. The second is to look at the characteristics of potential candidates. People at different levels have different ways to find jobs. Only by clarifying the ways that potential candidates may choose can we formulate corresponding recruitment channels.