High efficiency and success rate

Network resume:

Delivery is a one-way release.

The classification of talent structure determines the choice of recruitment channels for enterprises. For example, traditional industries, manufacturing and retail may use some traditional media as recruitment channels. The other is to regard the recruitment channel as a category of positions, such as the network.

Network is a very important recruitment channel at present. However, the effectiveness of the network is not necessarily the highest. You will find that many people didn't reply after submitting their resumes. No one informed me of the interview, no one arranged for me, or no one gave me an internship opportunity.

In fact, the effectiveness of the network is decreasing. The reason is that the release of online resumes or information is not two-way, but one-way. I posted a demand (position), but I don't know who will send me a resume. From the resume I sent, I will find that 80%~90% does not match this position, which will eventually lead to the decline of the effectiveness of online channels. Therefore, many enterprises, including large enterprises, provide some other recruitment channels, such as internal talent recommendation, internal competition opportunities and professional channels (looking for professional and technical talents in some technical forums and seminars).

Internal suggestions:

High efficiency and success rate

As far as I know, many companies select 30%~40% talents from internal recommendation channels, and some companies even reach more than 45%. The effectiveness (success rate) of recruiting talents through network resources is even comparable to that of contacts. Online recruitment relies on a large number of resumes. For example, I know a company that only recruited 100 employees, but finally received130,000 resumes. Therefore, this workload is very large, and the effectiveness of the resume will be relatively low. But internal recommendation is different. It may only recommend a few (resumes), but it is highly effective and has a high success rate. So internal recommendation is a very good way.

Campus recruitment:

Be able to understand a person's potential.

The third is the campus recruitment channel. The campus recruitment plan is basically in the fourth quarter of each year, when facing the graduation of senior year. There are still 80% enterprises that started campus recruitment plan in the fourth quarter. However, in recent years, many enterprises push campus recruitment plan, so that students can enter the enterprise in advance before graduation, practice in the enterprise, understand the corporate culture, and enterprises will also find talents in the process. At the same time, students can also know whether this position is their favorite and whether this enterprise is their favorite in the process of internship. This is a two-way selection process. Therefore, campus recruitment and internship programs are now adopted by more and more enterprises. In the long run, this is also a very effective way, especially when training professional and technical personnel and junior management personnel. In this way, we can understand a person's potential, and interns can even develop their potential in the company.

In addition to the above channels, there are some other channels, such as headhunting. At present, more than 80%~90% of enterprises seek talents through campus recruitment.

There are also some ways, such as teacher recommendation. For example, our company has established long-term contact with some schools, and some teachers directly recommend students to us. Relatively speaking, the teacher will explain the potential and ability of this student more responsibly, which is also an important reason for its high success rate.