How to choose and establish effective recruitment channels for enterprises

1. Analysis of several currently popular recruitment channels and their effects.

(1) Internal recruitment:

1. Internal employee recommendation: The human resources department publishes the vacant position information, and company employees can recommend themselves or each other. After collecting the information of relevant personnel, the Human Resources Department adopts an open competitive recruitment method to select talents suitable for the position.

2. Internal talent pool: The talent pool system records the information of each employee in terms of education, training, experience, skills, performance, career planning, etc., and this information will evolve with the employee’s own development. All are constantly updated, and the employment department and human resources department can find suitable talents in the talent pool to fill the job vacancies.

The characteristic of internal recruitment is that it costs very little and can greatly improve employee morale. Applicants know the company well, adapt to the company's culture and management, and can get into work quickly; and they can work in Internally cultivate compound talents with multiple talents. Its limitations are also obvious, that is, the number of personnel supplied is limited, it is easy to inbreed and form factions, and there is a lack of differentiated suggestions when making organizational decisions, which is not conducive to management innovation and change. Usually this method is used for positions that have high loyalty to personnel, are important and should be familiar with the company's situation. Internal recruitment is also used for promotion, transfer and job rotation of internal talents.

(2) Targeted campus recruitment:

Generally speaking, campus recruitment is relatively planned. The number and majors of new recruits are often combined with the company's annual human resources plan or It depends on the phased talent development strategy requirements. Therefore, those who enter campus recruitment are usually large and medium-sized enterprises, and they usually select college students with high comprehensive quality from several major categories. Mainly focusing on recruiting graduates in economic management, marketing and other majors. Campus recruitment can greatly increase the company's visibility 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; and campus recruitment is low-cost, and sometimes even free for well-known companies. field. Although campus recruitment can attract many potential talents, the professional level (attitude, professional skills, behavioral habits, etc.) of such personnel is not high and the attrition rate is high. Enterprises need to invest more energy in systematic and complete training. Therefore, after such potential talents enter the enterprise, they usually receive relatively complete training and are then assigned to the front lines of production and operation to receive work training as reserve cadres. Through such a process, those talents who can actively integrate into the enterprise and meet the requirements will stand out.

(3) Media advertising and recruitment:

At present, media advertising and recruitment mainly include professional recruitment newspapers, such as "Carefree Career" and recruitment special pages in mainstream media in various places. Or supplements, etc. Since newspapers are still an important platform for the general public, including job seekers, to learn information, this form of advertising has a relatively wide local coverage, and the probability of acceptance by the target audience is very high. It can not only enhance the company's local visibility, but also be effective Promoting the company's business has multiple effects. However, this recruitment channel will attract many unqualified applicants, increase the workload and difficulty of screening resumes for the human resources department, and extend the recruitment cycle; in addition, the cost of this channel is relatively high, especially if you choose "eye-catching" placements and layout costs will be higher. Usually, companies use this method to recruit social personnel with practical work experience.

(4) Online recruitment:

This is a new form of media recruitment that has emerged with the increasing popularity of the Internet. Recruitment information can be delivered regularly and targeted, and it can be It can be managed, its cost is relatively low, and it can theoretically cover the whole world. By publishing recruitment information on well-known talent websites, such as local talent market websites and company websites, you can quickly and massively receive job seeker information, and the formatted resumes and formatted emails provided by each website can reduce the difficulty of resume screening. Process your resume faster. This form is especially practical for white-collar workers. It basically means "finding a job and getting it done with one click." However, this channel cannot control the quality and quantity of applicants. Massive information, including various spam emails, virus emails, etc., will increase the pressure on recruitment work, and the effect is poor in areas with insufficient information technology. This form can be adopted by units that recruit more people all year round.

In addition, with the enrichment and improvement of the resume databases of major talent websites, companies can use the "Internet 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.

(5) On-site job fair:

This is a traditional talent recruitment method with moderate cost. Not only can companies communicate directly with job seekers face-to-face (equivalent to a preliminary interview), but they can also visually demonstrate the company's strength and style. This method is generally more efficient and can quickly eliminate unqualified personnel and control the quantity and quality of applicants. On-site recruitment is usually launched simultaneously with media advertising and has a certain timeliness. Its limitation is that it is often affected by the publicity and promotion efforts of the exhibition organizer, and it is difficult to effectively guarantee the quantity and quality of job seekers. This method is usually used to recruit general talents.

(6) Recruitment by headhunting companies:

Headhunting is a method in which professional consulting companies use their talent pool and relationship network to quickly, proactively and directionally search for enterprise candidates in the short term. How to recruit needed talents. At present, because headhunting mainly targets middle and high-level managers of enterprises and special talents needed by enterprises, the specific operations are basically directly responsible for the company's executives, so this method seems relatively mysterious. Formal headhunting companies charge relatively high fees, usually 20 to 30% of the annual salary of the successfully hunted person.

(7) Employee recommendation:

Employee recommendation is widely used in domestic and foreign companies, especially professional and small and medium-sized enterprises where the demand is not too large. It is characterized by low recruitment costs, a certain degree of similarity between applicants and existing employees, relatively reliable basic qualities, and the ability to quickly find employees with similar qualities and skills to existing employees. This method is especially useful for professional talents that are difficult to recruit through the talent market, because the relationship network between professional employees is the most direct and effective contact channel. However, the selection scope of this method is relatively narrow, and it is often difficult to recruit outstanding and outstanding talents.

(8) Recruitment notice:

This was a recruitment method widely used before the formation of recruitment media. It is still widely used in small and medium-sized enterprises, service industries, and labor recruitment. Usually, the recruitment cost is not high, and recruitment notices are posted at the entrance of the store, around the store, or in places with high traffic. The characteristic of this method is that it is simple and easy to implement, and can satisfy people with low cultural level and poor economic conditions to find jobs. Its shortcomings are that it affects the company's image, and it goes against the general trend of "prohibiting random posting of advertisements and notices."

(9) In reality, there are different methods such as radio recruitment, TV recruitment, and the use of certain activities to promote and identify candidates.

For example, in the "Absolute Challenge" well-known enterprise recruitment program held by CCTV and the "Super Girl" program held by Hunan TV, the top ten winners are usually signed by record companies. These are corporate talent marketing important way.

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