In company management, personnel recruitment is an important link. Excellent companies usually adopt the principle of "putting others before themselves". It can be said that recruitment is the source of enterprise management. In the recruitment process, the company has different channels to choose from, mainly including recommendation, employment agencies, on-site job fairs, "door-to-door", advertisements and campus recruitment. Employees recruited through different channels may show great differences in their future work due to their own characteristics. It is found that the average job retention rate in different recruitment sources is employee recommendation (6 1.25%), "walking in" (58.4%), professional organizations (48.4%) and advertisements (44.8%). Quantitatively scoring the tenure of employees in different recruitment sources, the results show that employees recommended to join the company have the longest tenure (120.36), followed by "coming in" (98.89), professional organizations (9 1.5) and advertisements (88.92). It can be seen that the effectiveness of different recruitment sources is obviously different. What are the reasons for this difference, and how should the human resources department of the company make use of this difference? First, the quantitative comparison of the effectiveness of different recruitment sources Before reviewing the research in this field, we must first clarify two concepts: recruitment source and recruitment source effectiveness. Based on the previous research literature, these two concepts can be defined as follows. Recruitment sources: It mainly refers to the source channels for the company to recruit new employees, including recommendation, internal promotion, "door-to-door", professional organizations, on-site job fairs, media advertisements, etc. The effectiveness of recruitment sources: It mainly refers to measuring the situation of new employees after entering the company with some indicators related to work performance, including turnover intention, turnover rate, job retention rate, job satisfaction, organizational commitment, attendance and work performance. Western scholars have done a lot of quantitative research in this field, and we can use their research results to examine the actual efficiency differences of different recruitment sources in different aspects. Blau compared the work performance and tenure of three kinds of recruitment sources: "door-to-door", recommendation and newspaper advertisement, and found that the productivity of "door-to-door" personnel was higher; McManus and Baratta found that people recruited by recommendation have more realistic expectations than those recruited by advertising, and these expectations are related to job performance and job tenure, so employees who enter the company by recommendation have better performance in these two aspects; Williams and others' research on nursing profession found that there were differences in nursing experience among applicants from different recruitment sources. McManus and Baratta controlled the influence of individual differences and realistic expectations, and found that integration into the organization may also be a variable that affects employees' job performance. They think that spending more time with applicants in the recruitment process can increase the commitment of new employees, and at the same time, these recruited employees will have better commitment to new employees in the future because of their personal organizational socialization experience. Generally speaking, different scholars have found that there are differences in efficiency due to the differences in recruitment sources, which provides a basis for further research: why these differences occur and how to apply them in reality. Second, combined with the application of the actual situation in the company's actual recruitment process, the human resources department will generally consider adopting various channels to recruit new employees. These different recruitment channels have their own characteristics and advantages and disadvantages. In practice, we can adopt corresponding channels according to the post characteristics of the company. Details are as follows: 1. There are thousands of college graduates in campus job fairs every year. At first, foreign companies generally paid more attention to opening job fairs on campus to recruit outstanding graduates, but with the development of the situation and the improvement of enterprise management concepts, domestic enterprises also paid more and more attention to campus recruitment as an important channel. 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. 2. With the development of economy and social progress, the phenomenon of talent flow is becoming more and more common and active. In order to meet this demand, talent exchange centers or employment agencies have appeared in many cities. These institutions play a dual role, not only in selecting candidates for enterprises and units, but also in selecting work units for job seekers. Personnel recommended by professional organizations are generally screened, so the recruitment success rate is relatively high and the post effect is relatively good. Some standardized exchange centers can also provide follow-up services to reassure recruitment companies. Strong pertinence and low cost are the advantages of this channel. 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. For the selection method of headhunting companies, please refer to another article by Jetta Consultants, Airborne Recruitment Series-Learn to Choose Headhunting Companies. 3. On-site job fairs On-site recruitment is a common channel for companies to recruit. At the job fair, employers and candidates can communicate directly, which saves time for enterprises and candidates and provides a lot of valuable information for recruiters. With the improvement of the talent exchange market, the fair shows a trend of professional development, such as the fair for middle and senior talents, the two-way selection meeting for fresh graduates, and the exchange meeting for information technology talents. Due to the concentration of candidates and the wide distribution of talents, enterprises have great choice. Enterprise recruiters can not only know the quality and trend of local human resources, but also know the human demand of personnel policies of other enterprises in the same industry by attending job fairs. However, most of the applicants through this channel are more suitable for middle-level positions in the company, and senior talents rarely attend this job fair, so the quantity and quality of recruitment may be greatly limited. With the development of other recruitment channels, the limitations of on-site recruitment are increasingly prominent. At present, even excellent grassroots professional technicians and managers are reluctant to apply on the spot. 4. Internal recommendation Internal recommendation is also one of the channels for companies to recruit new employees, which is also very common in real life. This is an effective channel, mainly manifested in the low turnover rate, high job satisfaction and good job performance of new employees after entering the company. Most of these candidates are familiar relatives or friends of employees in the company, so they have a clear and accurate understanding of the company's internal information and job requirements. 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 job requirements. 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. 5. Media advertisements are published in newspapers, magazines or TV, and the recruitment information has a wide audience. Generally, they will receive more application materials and can also promote the image of the company. 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. 6. 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 generally have a certain level in computer use, network and even English; 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. 7. The way of "walking in" and the way of "walking in"-applicants apply directly at home. This channel is still relatively few in practice. However, with the development of the market, this channel will gradually become one of the recruitment channels for companies. Because "come in" candidates generally have a deeper understanding of the company and systematic preparation for the positions they apply for, such personnel will also have better performance in their work after joining the company. In the west, this is one of the ways with high success rate. Considering the differences in culture and employment environment, this method is not very effective in China. At the same time, enterprises often do not encourage this approach. Therefore, when a company recruits new employees, it is best not to use a single channel, but to consider using various channels flexibly. Candidates from different recruitment channels are suitable for different positions in the company. If they are biased according to their needs in the recruitment process, they will get better recruitment results.

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