How to recruit human resources

1, on-site recruitment

On-site recruitment is a kind of enterprise and talent through the third party to provide the venue, direct face-to-face dialog, on-site completion of recruitment interviews of a kind. On-site recruitment generally includes job fairs and job markets in two ways.

Job fairs are generally initiated and organized by a variety of government and talent agencies, more formal, at the same time, most of the job fairs have a specific theme, such as "fresh graduates special field", "postgraduate qualifications of talent special field" or "IT talent special field" and so on, through this time of graduation, educational level, knowledge structure and other distinctions, companies can easily choose the appropriate special field set up recruitment booths for recruitment. The organization of this kind of job fair is generally not a good idea. For this kind of job fair, the organization will generally be the first to join the applicants for qualification audit, this initial screening, save a lot of time for enterprises, and facilitate the enterprises to conduct more in-depth assessment of the applicants. But the target population segmentation is convenient for enterprises, but also brings certain limitations, if the enterprise needs to recruit several kinds of talents at the same time, then it is necessary to participate in several different job fairs, which on the other hand, also improves the recruitment cost of the enterprise.

The job market is similar to the job fair, but the job fair is generally short-term centralized, and the location is generally temporary selected stadium or large square, while the job market is long-term decentralized, and the location is relatively fixed. Therefore, for some of the positions that need to be recruited for a long period of time, companies can choose the talent market as a recruitment channel.

On-site recruitment not only saves time and cost for the initial screening of resumes, but also the effectiveness of resumes is higher, and compared to other methods, it requires less money. However, there are some limitations to on-site recruiting, first of all, geographical, on-site recruiting can only attract candidates from the city and the surrounding area. Secondly, this method is also affected by the organization's publicity efforts and the organization of the form.

2, network recruitment

Network recruitment generally includes the enterprise in the online job information and even resume screening, written tests, interviews. Enterprises can usually carry out network recruitment in two ways, one is in the enterprise's own website to publish job information, build recruitment system, the second is with professional recruitment website cooperation, such as China Talent Network, MileagePlus, WisdomLink Recruitment, etc., through these websites to publish job information, the use of professional websites have been the 'system for recruitment activities.

Network recruitment has no geographical limitations, the audience is large, wide coverage, and a longer period of time, you can get a large number of applicants in a relatively short period of time, but along with this is filled with a lot of false information and useless information, so the network recruitment of resume screening requirements are relatively high.

3, Campus Recruitment

Campus Recruitment is a recruitment channel used by many companies, companies to the school posters, presentations, attracting graduating students to come to apply for the part of the excellent students, can be recommended by the school, for some of the more special positions can be entrusted to the training through the school after the enterprise The company will directly employ them.

The students recruited through the campus are more malleable and energetic. However, these students do not have practical work experience and need some training before they can really start working, and many of them are not clear about their own orientation when they first enter the society, so their work mobility may also be greater.

4, traditional media advertising

In newspapers and magazines, television and radio and other carriers to publish, broadcast recruitment information on a wide range of audiences, fast results, the process is simple, and generally receive more information on the application, but also on the enterprise to play a certain role in publicity. Through this channel to apply for a wide range of people, but senior talents rarely use this way of seeking employment, so the recruitment of companies in the grass-roots and technical positions is more suitable for the staff. At the same time, the effect of the channel will also be affected by the influence of the advertising carrier, coverage, timeliness.

5, talent agency

This organization on the one hand for companies looking for talent, on the other hand, also help talent to find a suitable employer. Generally, it includes employment agencies for low-end talents and headhunters for high-end talents. This is the most convenient way for companies to recruit, because they only need to submit their recruitment needs to the talent agency, which will then look for and assess the talent according to its own resources and information, and recommend the right people to the company. However, the cost of this approach is relatively high, and headhunters generally charge 20%-30% of the talent's annual salary as a headhunting fee.

6, internal recruitment

Internal recruitment refers to the company's job vacancies announced to employees and encourage employees to compete for the job, such as China Mobile used this recruitment method. For large companies, internal recruitment helps to enhance the mobility of employees, and because employees can be promoted or changed through competition, it is also an effective incentive to improve employee satisfaction and retention of talent. Internally recruited talent generally have a better understanding of the company and the business, so they can enter the new role faster and do not need a lot of training costs. However, this approach also has certain drawbacks, if the company uses too much internal recruitment, the company will lack of new ideas and new perspectives to join, there is a certain degree of inertia in the thinking of the staff, lack of vitality. In detail, internal recruitment channels include job announcements, job technical files, employee recommendations of three kinds. Employee recommendations, for example, many enterprises in China have taken the old staff recommended methods to recruit new employees, targeted, relatively high reliability. However, it should be noted that if too many employees recommend a certain area, it is likely to produce some small interest groups. In order to encourage employees to recommend, enterprises can introduce some incentives. For example, in early 2010, due to the financial crisis after the surge in business orders, the shortage of migrant workers, Foxconn Shenzhen launched a staff recommended hometowns have incentives, including reimbursement of travel expenses to Shenzhen and a bonus of 200 yuan.

7, the staff recommended

Companies can recommend their relatives and friends to apply for the company's positions through the staff, the biggest advantage of this recruitment method is that the enterprise and the applicant both grasp the information is more symmetrical. The introducer will introduce the applicant's real situation to the enterprise, saving the enterprise to examine the applicant's authenticity, and at the same time, the applicant can also be introduced to understand the internal situation of the enterprise in all aspects, so as to make a rational choice. Many companies have adopted this recruitment method, such as Colgate encourages employees to recommend and set up some incentives, if the candidate is accepted, the introducer will get a certain bonus. However, when using this channel, we should also pay attention to some of the negative impacts: some internal employees or middle and senior leaders in order to cultivate their own personal power in the company, in the company's important positions to arrange their own cronies, the formation of a small group, which will affect the company's normal organizational structure and operation.

8, personnel outsourcing

The so-called outsourcing (outsourcing), directly translated into English as "external resources", refers to the integration of the use of its external best professional resources, so as to achieve cost reduction, improve efficiency, give full play to their core competitiveness and enhance the ability of the enterprise on the environment, a rapid response to the management mode. Management Mode. In an enterprise, in order to improve the human resources department, it is necessary to set up a variety of professional human resources personnel, such as "payroll specialist", "recruitment specialist", "training specialist" and so on. The cost is relatively huge. However, many domestic enterprises do not have such equipment, especially a part of the small and medium-sized enterprises, from the cost-effective point of view, they do not have to set up such a large number of personnel in this scale of enterprises, so the management of this piece of outsourcing to the personnel agency, and professional human resources organizations are relatively more than the enterprise to do a more complete, the enterprise with the help of more professional things to improve their own The phenomenon of insufficient human resources, thus saving their own resources to create the greatest value.

The benefits of personnel agency, to avoid risk, reduce disputes, reduce operating costs, save the time of personnel specialists, improve work efficiency. Especially for the new labor law, outsourcing to avoid risk is more worth promoting.

In addition, personnel outsourcing also objectively reflects the prevailing salary market in the labor market, provides a scientific basis for enterprises to carry out salary management, and lays a solid foundation for enterprises to attract, retain and motivate talents. According to the actual needs of enterprises, to provide professional personnel services, so that enterprises can not only timely introduction of advanced personnel management, avoid policy risks, improve employee satisfaction, but also save a lot of transactional work of manpower, capital and time.

How to recruit, utilize, and retain people in human resource management?

Enterprises should also have a complete set of recruitment, employment, retention management mechanism to minimize the loss of the enterprise.

First, the recruitment of people, enterprises in the development process will produce new jobs, we have to look farther, we have to analyze the future may produce jobs, analyze the nature of its work, the scope of responsibilities, etc., for the recruitment of adequate preparation work. In the recruitment process relatively speaking, experience and ability should be put in the first place. Some companies in the recruitment regardless of what position and the nature of the job, the minimum qualification is a bachelor's degree, which is completely unnecessary. Of course, this depends on what the position, such as the operation of the position is very strong, the education is secondary, the main point is that you can do the job and do it well on the line. For some management positions, experience and ability is the first, rich theoretical knowledge and practical experience that is a different concept. When a college student just graduated, to find a suitable job when the weight of education may be very large, but when there is a certain amount of work experience, education is often not so valued. The advantage of this for companies is that it saves them the cost of hiring.

Second, the use of people, the enterprise to the excellent talent recruited, the enterprise how to use? The above recruiting methods can save costs, because the enterprise can be unnecessary to send a lot of time to training, can create benefits for the enterprise as soon as possible. But it is not not used. The guideline for hiring is eight words - make the best use of your talents and talents to the fullest. If one day the company said to a person, you have no value, then this person can go. It is precisely because we ourselves have utilization value that we can get a job. If a person can be utilized for life, it means that person is great. Therefore, enterprises should utilize every person and make use of their expertise to create the greatest benefit for the enterprise. Enterprises should give their employees a stage for full play when employing them, so that they will work like a fish in water and serve the enterprise to the best of their ability. Can work for a period of time after why will resign, we must know that the company for them also spent a lot of money ah. They have to go away from the beginning of the enterprise and then have to recruit people on the job, not counting the money spent, the normal operation of the company may be interrupted, the company's losses are very large. How to avoid employees to resign?

Third, to keep people, when employees resign, the enterprise to think of the loss of a large amount of money, the loss of this loss, including the direct loss of business and indirect losses. Recruitment and training and wages are direct costs, if the core talent of the enterprise resigned, the enterprise initially spent a high salary and benefits recruited is to see that he can create for the enterprise than the high salary and benefits of greater value. If a person's annual salary is five hundred thousand dollars, the value he created for the company may be five million or more. The loss to the company if such an employee quits is incalculable, and if the value he creates is less than the salary and benefits the company pays him, then he has no value to the company.