How to choose recruitment channels to make recruitment more efficient?

At present, we all know that the recruitment channels of general enterprises mainly include the following:

1, traditional media

2. Job Fair (on-site recruitment)

3. Online recruitment

4. Campus recruitment

5, talent exchange service agencies

6. Employment agencies

7. Internal recommendation

8. Applicants come directly to apply for jobs.

9. Personnel outsourcing

10, headhunting company.

As a general enterprise, it will definitely not involve all the above recruitment channels. It is undoubtedly the most important for enterprises to choose suitable recruitment channels and recruit suitable talents according to their own situation and talent demand.

First, the efficiency/cost analysis of different recruitment channels

Conclusion:

Small input and large output: internal recommendation and online recruitment;

More input and less output: on-site recruitment, newspaper recruitment, headhunting.

Countermeasures:

Internal recommendation can increase publicity and motivation;

Open more online recruitment websites;

Newspaper advertisements are full of momentum;

Selectively participate in on-site job fairs;

Headhunting channels have been deeply developed.

Second, how to choose recruitment channels according to recruitment positions

Third, how do enterprises choose the appropriate recruitment channels according to the development stage?

Fourthly, how to use recruitment channels in combination?

1. Under what circumstances should the channels be used reasonably?

★ Cross-industry comprehensive enterprise group

★ Fast-growing companies need to expand in different places.

★ Emergency recruitment during sudden recruitment period

★ Recruitment positions are obviously hierarchical and different.

★ The recruitment channel is single, and some core positions are difficult to break through.

★ Others ...

2. How to reasonably combine recruitment channels?

Statistical analysis of staged recruitment data. For example, the number of resumes, interviews and admissions should be recorded.

So as to calculate the indicators for evaluating the effectiveness of recruitment channels:

Effective Resume Rate (Number of Interviewers/Total Resumes)

Interview admission rate (number of people admitted/interviewed)

Comprehensive success rate (effective resume rate * admission success rate)

The above three indicators can be counted quarterly, semi-annually and at the end of the year.

What are the effective channels (case sharing) for verbs (abbreviation of verb) to hunt for middle and high-end talents?

1, case background

A real estate company ranks in the top ten in the regional industry market, which is a rising star and has formed a good brand awareness and reputation in the regional market;

In recent years, the profitability is good and it is in the stage of rapid development. At the same time, it has laid the foundation for sustainable development with rich land reserves. At present, there are high-quality large-scale projects in operation, and middle and senior talents are urgently needed to join.

Professional and standardized management has been gradually realized in management, the concept of employing people is open-minded, and the talent team is full of passion for pioneering and innovation and consciousness of efficient cooperation.

2. Recruitment tasks and requirements

Task: Set up two off-site project development teams (7 in middle and high level).

Conditional requirements:

The age of talents is set at 30-35 years old (the general manager of the project can break through, but not over 40 years old);

Proficient in real estate development in this field, with strong practical ability;

Participated in the overall development of large-scale well-known real estate projects, with overall and forward-looking;

Have good professional quality and adapt to professional management;

Passionate about work, good at pioneering and innovating, with the development goal of becoming a professional manager;

Strong plan execution ability and communication and coordination ability, good at integrating various resources.

3. Start the recruitment of "Blue Ocean Action"

Recruiters actively seek talents through the network talent pool;

Establish medium and long-term and senior talent recommendation channels with recruitment websites;

Collect the business cards of the middle and senior managers of the company and tap the available talents;

Ask business departments to provide outstanding talents they found in project cooperation;

Purchase a ready-made industry name information base;

On the first day of work, I asked the new employee, "What outstanding talents were there in your previous company?"

Ask key employees in the company to provide a list of competitors they have confronted;

Establish an internal employee recommendation system to reward employees who recommend outstanding talents;

Check the notice issued by competitors and pay attention to the list of talents hired and promoted;

Find the list of high-quality talents who have applied to the company (but have not been hired) in the database;

Participate in gatherings of industry elites, including seminars, trade fairs, exchange meetings, job fairs, training sessions and even leisure and entertainment gatherings, and "capture" talents in time;

Large-scale job fairs for senior and middle-level talents and special job fairs for well-known enterprises "ambush" talents;

Publish online "talent wanted order", recommend outstanding talents and give high rewards;

Mining from the reference materials provided by the applicant;

4. Recruitment effectiveness

After the above unconventional multi-channel operation, Company A successfully completed 80% of the project team formation in just two months, which laid a good foundation for the smooth development of the project.

Development trend of intransitive verbs and emerging recruitment channels

With the expansion of recruitment scope and the integration of recruitment and headhunting, the importance of marketing ability is highlighted. Recruitment takes place anytime and anywhere, and becomes the general marketing system for integrating resources. Channels tend to be personalized and diversified. For example, online channels are subdivided into online novelty hunting (online reward), mass email and short messages, websites and forums of industries and occupations, websites organized by specific groups (MBA, professionals, alumni), chat rooms (groups, groups), QQ groups, etc. Job search blog. In addition, there are resources shared by the same industry and peers. Address book for attending training courses; Part-time headhunter; Electronic stop display screen and mobile TV terminal on the bus; LCD advertising display screen for elevator entrance of senior office building and senior residential building; Leisure peer gathering occasion-bar job fair; TV media apply for PK, such as Zhaopin's recruitment of Absolute Challenge; Enterprises open to the outside world to receive foreign visits; Establish enterprise universities and combine training with recruitment.

Nowadays, the battle for talents has entered a white-hot stage, and enterprise recruitment is not only to fight against competitors, but also to fight against themselves. In this war, the battle of channels is undoubtedly the wisest and the most important one. In this war, opportunities and risks coexist, which requires wisdom and courage. The former is more needed in channel selection, while the latter is more needed in channel implementation.