(1) Internal recruitment:
1. Internal employee recommendation: The HR department publishes job vacancy information, and employees of the company can recommend themselves or each other. After collecting the information of relevant personnel, the human resources department selects the talents suitable for this position by open competition recruitment.
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 talents in the talent pool to fill the vacancy.
Internal recruitment is characterized by low cost, which can greatly improve the morale of employees. Candidates are familiar with the company, adapt to the company's culture and management, and can quickly enter the working state. But also can cultivate multi-functional and compound talents internally. Its limitations are also obvious, that is, limited personnel supply, easy inbreeding, numerous factions, and lack of differentiated suggestions in organizational decision-making, which is not conducive to management innovation and change. Usually, this method is used for those positions with high loyalty to personnel, which are very important and should be familiar with the enterprise situation. Internal recruitment is also used for the promotion, transfer and rotation of internal talents.
(2) Directed recruitment on campus:
Generally speaking, campus recruitment is planned, and the number and major of new recruits are often determined by the annual human resource planning or staged talent development strategy of enterprises. Therefore, it is usually large and medium-sized enterprises that enter the campus for recruitment, and they usually choose several categories of college students with high comprehensive quality. Mainly focus on recruiting graduates majoring in economic management and marketing. 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 well-known enterprises sometimes even enter for free. Although campus recruitment can attract a lot of potential talents, professional qualities (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. Therefore, such potential talents usually have to receive relatively complete training after entering the enterprise, and then arrange them to receive on-the-job training as reserve cadres in the front line of production and operation. Through such a process, you can actively integrate into the enterprise, and those who meet the requirements will stand out.
(3), media advertising recruitment:
At present, media advertisements mainly include professional recruitment newspapers, such as the recruitment pages or supplements of mainstream media in China. As newspapers are still an important platform for the general public, including job seekers, to understand information, this form of advertising has a wide coverage in the local area, and the target audience has a very high probability of accepting it. It can not only improve the visibility of the enterprise in the local area, but also effectively publicize the company's business, which has the effect of killing two birds with one stone. However, this recruitment channel will attract many unqualified candidates, increase the workload and difficulty of human resources department to screen resumes, and extend the recruitment cycle. In addition, the cost of this channel is relatively high, especially the cost of choosing "eye-catching" versions and layouts will be higher. Usually companies employ social workers with practical work experience in this way.
(4) Online recruitment:
This is a new form of media recruitment with the increasing popularity of the Internet. Recruitment information can be put in regularly and managed after release, which is relatively low in cost and theoretically can cover the whole world. By publishing recruitment information on well-known talent websites, such as the websites of local talent markets and companies, you can quickly and massively receive the information of job seekers. The format resumes and format emails provided by various websites can reduce the difficulty of resume screening and speed up the processing of resumes. This form is particularly practical for white-collar workers, and it is basically a "one-click job search". However, this channel can't 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 not good in areas with insufficient 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, enterprises 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.
(5) On-site job fair:
This is a traditional talent recruitment method with moderate cost. Enterprises can not only communicate directly with job seekers face to face (equivalent to the initial test), but also intuitively show their strength and style. This method is generally efficient, which can quickly eliminate unqualified personnel and control the quantity and quality of applicants. On-site recruitment is usually carried out simultaneously with media advertisements, which has certain timeliness. Its limitation is that it is often influenced by the promotion efforts of exhibition organizers, and it is difficult to effectively guarantee the quantity and quality of job seekers. This method is usually used to recruit general talents.
(6) headhunting company recruitment:
Headhunting is a recruitment method that professional consulting companies use their talent pool and network to find the talents needed by enterprises quickly, actively and directionally in a short time. At present, headhunting is mainly aimed at middle and high-level managers and special talents needed by enterprises, and its specific operation is basically the direct responsibility of enterprise executives, so this method is very mysterious. The fees charged by regular headhunters are relatively high, generally 20 ~ 30% of the annual salary of successful headhunters.
(vii) Staff suggested that:
Employee recommendation is widely used in domestic and foreign companies, especially in small and medium-sized enterprises with strong professionalism and little demand. It is characterized by low recruitment cost, certain similarity between candidates and existing employees, reliable basic quality, and the ability to quickly find employees with similar quality and skills to existing employees. This method is especially suitable for professionals who are difficult to recruit through the talent market, because the professional staff network is the most direct and effective contact channel. However, the choice of this method is relatively narrow, and it is often difficult to recruit talents with outstanding abilities and outstanding talents.
(8) Recruitment notice:
This is a widely used recruitment method before the formation of recruitment media. At present, it is still widely used in small and medium-sized enterprises, service industries and labor recruitment. Under normal circumstances, the recruitment cost is not high, and the recruitment notice is posted at the door of the store, around the store or in places with high traffic. This method is characterized by simplicity and can meet the needs of people with low education and poor economic conditions in job hunting. One of its shortcomings is that it affects the company's image, and the other is that it violates the general trend of "prohibiting posting advertisements and notices at will".
(9) In reality, there are different ways, such as radio recruitment and TV recruitment, and through an activity to promote the search for candidates.
For example, CCTV's "Absolute Challenge" well-known enterprise recruitment column, Hunan Satellite TV's "Super Girl" program, the top ten winners are usually contract record companies, these are important ways of enterprise marketing.
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