Advantages: This is a new form of media recruitment with the increasing popularity of the Internet. Recruitment information can be targeted at regular intervals or managed after publication. Its cost is relatively low, and theoretically it can cover the whole world. By publishing recruitment information on well-known talent websites, you can receive job seekers' information quickly and massively, while the format resumes and format emails provided by various websites can reduce the difficulty of resume screening and speed up resume processing. This form is particularly practical for white-collar workers, and it is basically a "one-click job search".
Disadvantages: This channel cannot control the quality and quantity of candidates. Massive information, including all kinds of spam and virus mail, will increase the pressure of recruitment, and the effect is poor in areas with comprehensive information. This form can be adopted by units that recruit more all the year round. In addition, with the enrichment and improvement of the resume database of major talent websites, HR people can use the "net 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.
2. Campus-oriented recruitment
Advantages: Campus recruitment can greatly improve the company's popularity 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. Moreover, the cost of campus recruitment is low, and sometimes even well-known enterprises enter for free.
Disadvantages: Although campus recruitment can attract many potential talents, the level of professional literacy (attitude, professional skills, behavior habits, etc. ) The turnover rate of this kind of personnel is not high, and the turnover rate is high, which requires enterprises to invest more energy in systematic and complete training.
3. On-site job fair
Advantages: This is a traditional recruitment method with moderate cost. Hrs can not only communicate directly with job seekers face to face (equivalent to the initial test), but also show the strength and style of the enterprise intuitively. This method is generally efficient, which can quickly eliminate unqualified personnel and control the quantity and quality of applicants.
Disadvantages: its limitation is that it is often influenced by the promotion efforts of exhibition organizers, and it is difficult to effectively ensure the quantity and quality of job seekers. This method is usually used to recruit general talents.
4, enterprise internal recruitment
Advantages: Internal recruitment is common in large enterprises. This method is characterized by low cost and can greatly improve the morale of employees. Candidates know the company better, adapt to the company's culture and management, can quickly enter the working state, and can cultivate a multi-functional talent internally.
Disadvantages: Its limitations are obvious, that is, limited personnel supply, easy inbreeding, factional formation, and lack of differentiated suggestions in organizational decision-making, which is not conducive to management innovation and change.
5, headhunting company recruitment
Advantages: Headhunting is a recruitment method for consulting companies to use their talent pool and contacts to quickly find the talents needed by enterprises in a short time.
Disadvantages: the fees charged by regular headhunting companies are relatively high, generally 20 ~ 30% of the annual salary of successful headhunters.