What are the recruitment channels for enterprises?

On-site recruitmentOn-site recruitment is a kind of enterprise and talent through a third party to provide the venue, direct face-to-face dialog, on-site completion of the recruitment interview a way. 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 agency, more formal, at the same time, most of the job fairs have a specific theme, such as "fresh graduates special field", "postgraduate qualifications" or "IT talent special field". IT talents special field", etc. Through this kind of graduation time, education level, knowledge structure and other distinctions, enterprises can easily choose the suitable special field to set up recruitment booths for recruitment. For this kind of job fair, the organization will generally be the first to join the applicants for qualification audits, this initial screening, saving companies a lot of time, and convenient for companies to conduct more in-depth assessment of the applicants. But the target population segmentation of the convenience of the enterprise at the same time, but also brings certain limitations, if the enterprise needs to recruit several kinds of talent at the same time, then you have to participate in several different job fairs, which on the other hand, also raises the cost of recruitment of enterprises. Talent market and job fairs are similar, but job fairs are generally short-term centralized, and the location is generally temporary selected stadium or large plaza, while the talent market is long-term decentralized, and the location is relatively fixed. Therefore, for some positions that require long-term recruitment, companies can choose the job market as a recruitment channel. On-site recruitment not only saves the time cost of the initial screening of resumes, while the effectiveness of the resume is also higher, and compared with other ways, it requires less cost. However, on-site recruitment also has certain limitations, first of all, geographical, on-site recruitment generally can only attract the city and the surrounding areas of the applicants. Secondly, this method will also be affected by the organization's publicity efforts and the organization of the form. Network Recruitment Network Recruitment generally includes companies posting job information on the Internet and even resume screening, written tests, interviews. Enterprises can usually carry out network recruitment in two ways, one is to publish job information on the enterprise's own website to build a recruitment system, and the other is to cooperate with professional recruitment websites, such as China Jobs, MileagePlus, Wisdom Link Recruitment, etc., through these websites to publish job information, using the existing system of professional websites to carry out recruitment activities. Network recruitment has no geographical restrictions, large audience, wide coverage, and a long time, you can get a large number of applicants in a relatively short period of time, but then there is a lot of false information and useless information, so the network recruitment of resume screening requirements are relatively high. Campus Recruitment Campus Recruitment is a recruitment channel used by many companies, companies to posters in schools, preaching, to attract graduating students to apply for jobs, for some of the best students, can be recommended by the school, for some special positions can be entrusted with training through the school, the enterprise directly hired. 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 to work, and many of them are not clear about their own positioning just after entering the society, so their work mobility may also be greater. Traditional media advertising in newspapers and magazines, television and radio and other carriers to publish, broadcast recruitment information, wide audience, fast results, simple process, generally receive more information on the application, but also played a certain role in the publicity of the enterprise. 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. Talent introduction agencies on the one hand, this kind of organization for enterprises to find talent, on the other hand, also help talents to find a suitable employer. Generally, they include employment agencies for low-end talents and headhunters for high-end talents. Enterprises recruiting in this way is the most convenient, because the enterprise only needs to submit the recruitment needs to the talent agency, the talent agency will be based on their own resources and information to find and assess the talent, and will be recommended to the enterprise of suitable personnel. However, the cost of this method is relatively high, headhunting companies will generally charge 20% -30% of the annual salary of the talent as headhunting costs. Internal RecruitmentInternal recruitment refers to the company will be announced to the staff of job vacancies and encourage employees to compete for the job, such as China Mobile has adopted this recruitment method. For large companies, internal recruitment helps to increase employee mobility, and because employees can be promoted or changed through competition, it is also an effective incentive to increase employee satisfaction and retain 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 introduced a method of employee recommendation of hometown rewards, including reimbursement of travel expenses to Shenzhen and a bonus of 200 yuan. Employee referral companies can recommend their relatives and friends through employees to apply for positions in the company, the biggest advantage of this recruitment method is that the information held by both the enterprise and the applicant is more symmetrical. The introducer will be the applicant's real situation to the enterprise, saving the enterprise to the applicant for the authenticity of the investigation, at the same time, the applicant can also through the introducer 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. But the use of this channel should also pay attention to some of the negative impact: some internal employees or senior leaders in order to cultivate 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 normal organizational structure and operation of the company. Personnel outsourcing so-called outsourcing (outsourcing), directly translated into English as "external resources", refers to the integration of enterprises to use the best external specialized resources, so as to achieve cost reduction, improve efficiency, give full play to its own core competitiveness and enhance the enterprise's ability to adapt to the environment of a management model. In an enterprise, in order to improve the human resources department should be set up to support a variety of professional human resources personnel, such as "payroll specialist", "recruiting specialist", "training specialist", etc.. 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. Benefits of personnel agency, avoid risks, 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 advocating. In addition, personnel outsourcing also objectively reflects the general salary market in the labor market, provides 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.