How do domestic small and medium-sized enterprises recruit employees?

Due to the limitation of human, material and financial resources, small and medium-sized enterprises should choose some recruitment methods with less money and good results.

Common recruitment channels are divided into internal recruitment and external recruitment, among which the recruitment methods suitable for small and medium-sized enterprises are:

Among them, the internal recruitment of enterprises includes:

1. Employee recommendation: The HR department publishes job vacancy information, and employees of the company can recommend themselves or each other. After collecting relevant personnel information, the human resources department selects talents for this position through open competition.

2. Internal talent pool: the talent pool system records the information of each employee in education, training, experience, skills and performance career planning. And this information is constantly updated with the development of employees themselves, so the employing department and the human resources department can find suitable people in the talent pool to fill job vacancies.

The external recruitment channels of enterprises mainly include:

1, Advertising: Advertising is the most commonly used way for enterprises to recruit talents. There are many advertising media to choose from: Internet, newspapers, magazines, etc. On the one hand, advertising recruitment can establish a good corporate image. On the other hand, information spread widely and quickly, and the number of candidates obtained was large and the levels were rich.

2. Campus recruitment: The recruitment of fresh graduates and summer temporary workers can be conducted directly on campus. There are three main ways: recruitment posting, recruitment seminar and recommendation by Bi Branch.

3. acquaintance recommendation: recommend candidates through acquaintances such as employees, customers and partners of the enterprise. The advantage of this method lies in knowing the candidates better, but the problem lies in the possibility of forming small groups within the enterprise, which is not conducive to management.

4. Intermediary:

(1) Talent Exchange Center: Employers can easily find the information of people with basically the same conditions through the talent database of the talent exchange center, which has the advantages of strong pertinence and low cost, but the effect is not ideal for hot talents or senior talents.

(2) Job Fair: With the improvement of the talent exchange market, job fairs show a trend of professional development. Enterprise recruiters can not only understand the quality and trend of local human resources, but also understand the personnel policies and human needs of other enterprises in the same industry. It was still difficult to recruit senior talents at that time.