1, on-site recruitment
On-site recruitment is a way for enterprises and talents to have direct face-to-face conversations and complete recruitment interviews on the spot through venues provided by third parties. On-site recruitment generally includes job fairs and talent markets.
Job fairs are generally initiated and organized by various governments and talent introduction institutions, which are relatively formal. At the same time, most job fairs have specific themes, such as "special session for fresh graduates", "special session for talents with graduate education" or "special session for IT talents". By distinguishing graduation time, education level and knowledge structure, it is easy for enterprises to choose suitable special recruitment booths for recruitment.
2. Online recruitment
Online recruitment generally includes enterprises publishing recruitment information online and even conducting resume screening, written examination and interview. Enterprises can usually conduct online recruitment in two ways. One is to publish recruitment information on the enterprise's own website and build a recruitment system.
The second is to cooperate with professional recruitment websites, such as ChinaHR.com. Com, worry-free future, Zhaopin recruitment, etc. , publish recruitment information through these websites, and use the existing system of professional websites for recruitment activities.
3. Campus recruitment
Campus recruitment is a recruitment channel adopted by many enterprises. Companies will put up posters and introduce them in schools to attract graduating students to apply. For some excellent students, they can be recommended by the school, and for some special positions, they can be directly employed by enterprises after school training.
Students recruited through campus are highly flexible and motivated. However, these students have no practical work experience and need some training before they can really start working. Moreover, many students are not clear about their position because they have just entered the society, and their job mobility may be greater.
4. Traditional media advertising
Publishing and broadcasting recruitment information in newspapers, magazines, television and radio has a wide audience and generally receives more application materials, which also has a certain promotion effect on enterprises.
Through this channel, candidates are widely distributed, but senior talents rarely use this job search method, so it is more suitable for recruiting employees at the grass-roots and technical positions in the company. At the same time, the effect of this channel will also be affected by the influence, coverage and timeliness of the advertising carrier.
5. Internal recommendation
With the increasing difficulty of recruitment, many enterprises have also carried out internal recommendation, which has both advantages and disadvantages. The advantage lies in saving recruitment costs, increasing the stability and loyalty of personnel, reducing the difficulty of screening, and the most important thing is to position recruitment as more than just a human resource problem.
It's also about everyone in the company, and so on. The main disadvantage is that the nepotism within the company may be more complicated, and the management of the company in the later period is more difficult. But generally speaking, the advantages outweigh the disadvantages, and many companies recruit people through internal recommendation.