Business strategy of the enterprise.
When the enterprise is in the development stage, according to the future development strategy and business expansion requirements, a large number of talents are needed. At this time, internal recruitment can't meet the demand, and talents should be obtained through external recruitment. If the enterprise adopts maintenance strategy, when there are vacant positions, external recruitment may increase the labor cost of the enterprise, and there are more suitable candidates inside, so internal recruitment can be adopted at this time.
Existing human resources of enterprises.
When the vacant position is more important, and there is no suitable candidate among the existing personnel, you can cultivate the target first, or if you have the training target but the cost of the training target is higher, you can use external recruitment. If there are training objects among the existing personnel, and the cost of training objects is not high, internal recruitment can be used to fill the vacancy.
The purpose of recruitment.
The purpose of recruitment is not only to find the right person to fill the vacancy, but more importantly, because of the consideration of management, external recruitment can be used to increase fresh blood, bring new ideas and new viewpoints, stimulate the vitality of existing employees, bring new competition to old employees, and achieve the purpose of improving employees' enthusiasm and changing management concepts and models.
The way of employing people in enterprises.
The employment style of enterprises plays a decisive role in the selection of recruitment channels. Some enterprises like to introduce talents from outside, while others are interested in internal recruitment.
The external environment of the enterprise.
Including the establishment and improvement of talent market, industry salary level, employment policy and security regulations, regional talent supply, talent credit status and so on. These factors determine whether an enterprise can recruit suitable candidates from outside. If the enterprise talent market is developed, the policies and regulations are sound, the talent supply is sufficient, and the talent credit is good. External recruitment can get ideal candidates, which is convenient and fast. If the external environment of the enterprise is contrary to the above, internal selection and training can be adopted, which can not only save costs, but also avoid external recruitment risks.
How to choose a good recruitment channel has always been a problem that puzzles personnel managers; First, the recruitment channels are purposeful; Recruitment channels can be divided into internal recruitment and external recruitment according to the different sources of recruiters; The steps of selecting recruitment channels; First of all, analyze the recruitment needs of the unit; Second, analyze the characteristics of recruiters; Third, determine the appropriate recruitment sources; Fourth, choose a suitable recruitment method; What kind of personnel to recruit, what kind of recruitment channels to choose, and different talents; choose
Analysis of various recruitment channels
At present, the talent market is active and the competition among employers is fierce. It can be said that "a thousand dollars is easy, but a thousand dollars is hard to find", so the choice of recruitment channels has become one of the focuses of talent competition.
How to choose a good recruitment channel has always been one of the problems that plague personnel managers. So, what is a good recruitment channel? A good recruitment channel should have the following characteristics:
First, the recruitment channels are purposeful. That is, whether the selection of recruitment channels can meet the requirements of recruitment. Second, the economy of recruitment channels. Refers to the lowest cost when recruiting suitable personnel. Third, the feasibility of recruitment channels. It means that the selected recruitment channels are realistic and feasible. Introduction of recruitment channels:
According to the different sources of recruiters, recruitment channels can be divided into internal recruitment and external recruitment. The so-called internal recruitment means that when there is a vacancy in the company, the recruitment problem is mainly solved by promoting internal employees; External recruitment is mainly to absorb external fresh blood to solve the recruitment problem.
Steps to select recruitment channels
First, analyze the recruitment needs of the unit.
Second, analyze the characteristics of recruiters.
Third, determine the appropriate recruitment sources.
Fourth, choose the right recruitment method.
What kind of personnel to recruit, what kind of recruitment channels to choose, different talent hunting methods are different, and the right medicine is needed. Whether an organization adopts internal recruitment or external recruitment depends on many factors, including the requirements of recruitment positions, organizational culture and external environmental resources.
Choosing external recruitment, the current recruitment channels in the market can be roughly divided into: traditional media, job fairs, online recruitment, "headhunting" companies, talent exchange centers, employment agencies, campus recruitment, internal recommendation, "door-to-door" mode and personnel outsourcing.
I. Traditional media
Traditional media mainly include: TV advertisements, radio stations, newspaper advertisements, trade, professional magazines and professional recruitment media (newspapers and periodicals).
Publishing and broadcasting recruitment information in newspapers, magazines or television has a wide audience and generally receives more application materials, which also promotes the image of the enterprise. 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, one disadvantage of this channel is that it is difficult to distinguish the authenticity of candidate information, and the human resources department needs to spend a lot of manpower and material resources in this regard.
Second, the talent recruitment fair
Every year, every month and every week, there will be a job fair sponsored by the talent exchange center and other institutions. Job fairs allow job seekers to communicate directly with employers, saving time between them. Moreover, this kind of talent recruitment meeting is moving towards professional meetings, and the market development is becoming more and more perfect. There is a lot of room for enterprises to choose, but it is not an ideal choice for recruiting senior talents or special talents and long-term talent recruitment plans. When choosing a job fair, enterprises must understand the local human resources trend, personnel policy and the human demand of the same industry. At the same time, you can also publicize the opportunities provided by the company on the spot.
Third, online recruitment.
Online recruitment is a new recruitment method in recent years. At present, there are two main types: online recruitment by talent exchange companies or intermediaries, and direct online recruitment by enterprises. The online recruitment channel presents three characteristics in practical application: First, the cost is relatively low. According to professionals, the cost of a job fair can be used for two months of online recruitment; Second, the network itself is a barrier, and candidates who pass through the network are generally counted.
Computer use, internet, and even English have a certain level; Third, online recruitment advertisements are not limited by time and space, and the audience has strong timeliness. Recruitment information can also be published overseas. At the same time, IT is worth mentioning that this channel has a good effect on recruiting talents in the IT industry, which is also closely related to the characteristics that IT personnel often use the network.
Fourth, headhunting companies.
Headhunting company channel is a special professional intermediary agency, and most of the recruits through this channel are middle and high-level positions in the company. The personnel recruited by headhunting companies are characterized by rich work experience and outstanding management or professional skills, and are rare talents in the industry and corresponding positions. Company recruitment also has a certain demand for this channel, because middle and high-level positions in enterprises generally have on-the-job personnel. Before finding a better substitute, the decision-making power of adjustment is still in the hands of enterprise leaders, which is not suitable for public recruitment through the media in a big way, affecting the enthusiasm of on-the-job personnel; On the other hand, many candidates who are qualified for these positions have been hired, and their salary and status are quite guaranteed, so they will not easily "jump ship". Even if they have the intention to change companies, they tend to operate behind the scenes, unwilling to let leaders and colleagues know, and it is unlikely that they will post their application materials and participate in job fairs before deciding where to go. Therefore, headhunting companies can better balance the needs of companies and individuals.
Talent headhunters need to pay high recruitment costs and are generally entrusted to professionals in headhunting companies. In principle, the fee is 30% of the annual salary of the hunter. Headhunting companies are common in Beijing, Shanghai and coastal areas. Nowadays, "headhunting" companies are not only aimed at senior special talents, but also provide high, medium and early level services for enterprises.
Verb (abbreviation of verb) talent exchange center
There are talent exchange service institutions in large and medium-sized cities all over the country. They serve enterprises and institutions. In general, they all have a talent database, and employers can easily query the information of people who meet the basic conditions in the database. This choice has strong pertinence and low cost, and is suitable for long-term recruitment enterprises. The recruitment effect of senior talents or popular talents is not ideal.
An intransitive verb employment agency
As a public welfare employment agency, employment agencies have far-reaching significance for the implementation of re-employment projects, especially in the case of surplus labor. For jobs with low technical skills, repetitive mechanical work or simple technical requirements, enterprises can obtain suitable talents through this intermediary.
Seven, campus recruitment
Recruiting fresh graduates and summer temporary workers can be done directly on campus. There are three ways of campus recruitment: posting recruitment posters, recruitment seminars, and recommendation by the student office.
Judging from the individual difference hypothesis, the candidates for campus recruitment are generally young people with high academic qualifications, little work experience and strong plasticity. This kind of employees can quickly get familiar with the business and enter the situation after joining the job, so this recruitment channel is generally suitable for recruiting professional or special technical positions. Campus recruitment is the first choice if the recruitment enterprise focuses on the renewal of employees' knowledge structure and the long-term development of human resources. Of course, due to the lack of work experience, the company will spend a lot of money on job training in the future. Many students are still unclear about their position because they have just entered the society, and their job mobility may be greater.
The purpose of campus recruitment is to find and screen the best candidates, which is also the most important purpose, and the second is to attract them to work in the unit.
Eight. Internal recommendation
(1) Internal recommendation is also one of the channels for companies to recruit new employees, which is also very common in real life. It is more effective for recruiting professionals. Its advantages are low recruitment cost, high quality and high reliability of candidates. After new employees enter the company, their turnover rate is low, their job satisfaction is high and their job performance is good. Most of these candidates are familiar relatives or friends of employees in the company, so they have requirements for internal information and positions.
There is also a clear and accurate understanding. On the other hand, employees in the company are familiar with the recommended people and will consider whether they have the corresponding conditions according to the requirements of the post. In addition, after entering the company, you may be able to integrate into the internal network of the company more quickly and get more help and guidance, so you may have better performance in a short time. However, when using this channel, we should also pay attention to some negative effects: some employees in the company may simply strive for a job opportunity for relatives and friends, regardless of whether the recommended person is qualified. What's more, some employees or middle and senior leaders arrange their cronies in important positions in the company to form several small groups, which will affect the normal organizational structure and operation of the company. But internal recommendation is the best of all recruitment channels.
(2) Self-recommendation
Self-recommendation is to apply directly in the company. Some people call such job seekers random job seekers. This recruitment channel is indeed very random, and it is difficult for enterprises to predict when someone will volunteer, so it cannot be used as a dependent recruitment method. However, those who dare to recommend themselves should have courage, which often comes from their own Excellence. Therefore, the self-recommendation channel can be used as an important supplementary channel for enterprises to find outstanding personnel from time to time. The manager of a big company told us that he used to be a salesman. Once, he went to a luxurious office to sell office supplies. When he opened the door, he changed his mind and told the lady who was staring at him that he had come to apply for a job. Unexpectedly, he really entered this big company and became a manager through his own efforts. Self-recommendation means that job seekers give themselves a chance and also give enterprises a chance.
X. Personnel outsourcing
The so-called outsourcing, literally translated as "external resources" in English, refers to a management mode in which enterprises integrate and utilize the best external specialized resources to reduce costs, improve efficiency, give play to core competitiveness and enhance their ability to respond quickly to the environment. In an enterprise, to improve the human resources department, it is necessary to set up various professional human resources personnel, such as "salary management specialist", "recruitment specialist" and "training specialist". The cost is relatively huge. However, many domestic enterprises do not have such equipment, especially some small and medium-sized enterprises. From the perspective of cost performance, it is not necessary for an enterprise of their size to set up so many personnel, so outsourcing the management of this piece to a personnel agency company, a professional human resources agency company is relatively more perfect than its own enterprise. Enterprises use more professional things to improve the shortage of human resources, thus saving their own resources and creating the greatest value.
The benefits of personnel agency can avoid risks, reduce disputes, reduce operating costs, save the time of personnel commissioners and improve work efficiency. Especially after the new labor law, outsourcing to avoid risks is worth promoting.
In addition, personnel outsourcing objectively reflects the general 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, providing professional personnel services can not only enable enterprises to introduce advanced personnel management methods in time, avoid policy risks, improve employee satisfaction, but also save a lot of manpower, money and time for routine work.
It is worth noting that when recruiting personnel, the company must not be limited to using a single channel, but should consider the characteristics of various channels and use them flexibly. Candidates from different recruitment channels adapt to different positions in the company, and they will get better recruitment results if they are biased according to their needs. Creation of environment and atmosphere
Shaking hands and smiling before an interview can help candidates relax and give full play to their role in the interview. After all, most jobs in enterprises have nothing to do with "changing performance", and all employees are not required to behave freely in front of strangers. Next, the introduction of the job position and the reaffirmation of the recruitment purpose can help the applicant to judge whether your enterprise is suitable for his development while you choose the applicant.
In the layout of the interview room, we should create an equal and integrated atmosphere as much as possible, such as replacing the square table with a round table; In the arrangement of position, keep a certain angle with the applicant, rather than face to face, which can reduce the pressure on the applicant.
At the same time, let employees know about the interview work of the enterprise and let them participate in the interview work. Their working methods and attitudes will have a great influence on candidates' decision whether to join the enterprise or not.