Why is the survival rate of talents recruited on campus low? What strategies does HR need?

At present, the talent market is active and the competition among employers is fierce. It can be said that "a thousand dollars is easy to get, but a meeting is hard to find". How to recruit talents suitable for the enterprise and reduce the recruitment cost as much as possible has always been the core issue to be considered by the human resources recruitment department of the enterprise. In fact, many enterprises have invested a lot of manpower and material resources, but when they are in urgent need of employment, they often suffer from not recruiting talents and not recruiting suitable talents. How to solve this problem, we have to think about the recruitment channels of enterprises. Follow the small series of Nacai Recruitment Network to see the clear comparative analysis of recruitment channels.

First, campus-oriented recruitment: Generally speaking, campus recruitment is planned, and the number and specialty of new recruits are often determined according to the requirements of the company's annual human resources planning or phased talent development strategy. Therefore, it is usually large and medium-sized enterprises that enter the campus for recruitment, and they usually choose several categories of college students with high comprehensive quality. For example, the "Thousand Talents Plan" implemented by Gome and Suning in the early stage of the rapid expansion of the retail industry mainly recruited graduates in economic management and marketing. 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 the foundation for establishing a good school-enterprise cooperation relationship. Moreover, the cost of campus recruitment is low, and sometimes even well-known enterprises enter for free. Although campus recruitment can attract a lot of potential talents, professional qualities (attitude, professional skills, behavior habits, etc. ) The turnover rate of this kind of personnel is not high, and the turnover rate is high, which requires enterprises to invest more energy in systematic and complete training. Therefore, such potential talents usually have to receive relatively complete training after entering the enterprise, and then arrange them to receive on-the-job training as reserve cadres in the front line of production and operation. Through such a process, you can actively integrate into the enterprise, and those who meet the requirements will stand out.

Second, media advertising recruitment: At present, media advertising mainly includes professional recruitment newspapers, such as * * *, recruitment pages or supplements of national mainstream media. Because newspapers are still an important platform for the general public, including job seekers, to understand information, this form of advertising has a wide coverage in the local area and the target audience has a very high probability of accepting it. It can not only improve the visibility of the enterprise in the local area, but also effectively publicize the company's business, which has the effect of killing two birds with one stone. However, this recruitment channel will attract many unqualified candidates, increase the workload and difficulty of human resources department to screen resumes, and extend 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. Usually companies employ social workers with practical work experience in this way.

Third, online recruitment: This is a new form of media recruitment with the increasing popularity of the Internet. After the recruitment information is released, targeted management can be carried out regularly, and its cost is relatively low, which can theoretically cover the whole world. By publishing recruitment information on well-known talent websites, such as Nacai Recruitment Network, local talent market websites and company websites, we can quickly and massively receive the information of job seekers. The format resumes and format emails provided by various websites can reduce the difficulty of resume screening and speed up resume processing. This form is particularly practical for white-collar workers, and it is basically a "one-click job search". However, this channel can't control the quality and quantity of candidates. Massive information, including all kinds of spam and virus mail, will increase the pressure of recruitment, and the effect is not good in areas with insufficient information. 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.

4. On-site job fair: This is a traditional talent recruitment method with moderate cost. Hrs can not only communicate directly with job seekers face to face (equivalent to the initial test), but also show the strength and style of the enterprise intuitively. This method is generally efficient, which can quickly eliminate unqualified personnel and control the quantity and quality of applicants. On-site recruitment is usually carried out simultaneously with media advertisements, which has certain timeliness. Its limitation is that it is often influenced by the promotion efforts of 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.

5. Recruitment of headhunting companies: Headhunting is a recruitment method for professional consulting companies to use their talent pool and contacts to quickly, actively and directionally find the talents needed by enterprises in a short time. At present, headhunting is mainly aimed at middle and high-level managers and special talents needed by enterprises, and its specific operation is basically the direct responsibility of enterprise executives, so this method is very mysterious. The fees charged by regular headhunters are relatively high, generally 20 ~ 30% of the annual salary of successful headhunters.

6. Internal recruitment: Internal recruitment of enterprises above designated size is more common. This method is characterized by low cost and can greatly improve the morale of employees. Candidates are familiar with the company, adapt to the company's culture and management, and can quickly enter the working state; But also can cultivate multi-functional and compound talents internally. Its limitations are also obvious, that is, limited personnel supply, easy inbreeding, numerous factions, and lack of differentiated suggestions in organizational decision-making, which is not conducive to management innovation and change. Usually, this method is used for those positions with high loyalty to personnel, which are very important and should be familiar with the enterprise situation. Internal recruitment is also used for the promotion, transfer and rotation of internal talents.

7. Employee recommendation: Employee recommendation is widely used in domestic and foreign companies, especially for professionals and small and medium-sized enterprises with low demand. It is characterized by low recruitment cost, certain similarity between candidates and existing employees, reliable basic quality, and the ability to quickly find employees with similar quality and skills to existing employees. This method is especially suitable for professionals who are difficult to recruit through the talent market, because the professional staff network is the most direct and effective contact channel. However, the choice of this method is relatively narrow, and it is often difficult to recruit talents with outstanding abilities and outstanding talents.

Eight, industry, professional websites and forums, websites organized by specific groups (MBA, professionals, alumni, Internet enthusiasts), chat rooms (groups, groups), etc. It is a new non-mainstream recruitment channel with the popularity of the Internet and the increasing segmentation of the online market. Some of its advantages are similar to online recruitment, which is quick and simple. Even better, it can communicate with each other in a timely, in-depth and even video way through the network. Therefore, we are likely to find the dream "swift horse" here.

9. Recruitment notice: 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. Under normal circumstances, the recruitment cost is not high, and the recruitment notice is posted at the door of the store, around the store or in places with high traffic. This method is characterized by simplicity and can meet the needs of people with low education and poor economic conditions in job hunting. One of its shortcomings is that it affects the company's image, and the other is that it violates the general trend of "prohibiting posting advertisements and notices at will".

Ten, there are different ways in reality, such as radio recruitment, TV recruitment, and an activity to promote the search for candidates. For example, the recruitment column of * * * well-known enterprises organized by * * TV station and the * * Super * * program organized by * * TV station, the top ten winners are usually contract record companies, which are all important ways for enterprise marketing.

The above are the recruitment channels of shared enterprises in Bian Xiao. What kind of recruitment channel an enterprise chooses depends on factors such as recruitment cost, number of recruits and positions. As a professional HR, it is necessary for us to analyze the comprehensive needs of the company, so as to choose the most suitable recruitment channel.