1. Recruitment sites
Traditional recruitment sites: such as Wisdom Link Recruitment, MileagePlus, and China Talent Hotline, etc., which can be a comprehensive recruitment of talent throughout the country.
Local talent websites: mainly the platform built by local talent exchange centers, the heat and quality is relatively general. For some underdeveloped areas, the effect of local talent websites may be good.
Vertical recruitment websites: such as Lahou, internal push network and Boss Direct, etc., focusing on a certain field or a sequence of jobs recruitment.
Industry recruitment sites: such as China Health Talent Network, China Automotive Talent Network, and so on. You can choose the corresponding professional website according to the industry you belong to for professional talent recruitment.
Graduate recruitment websites: such as Main Street Network, Freshers Job Search Network, etc., can be used as a supplement to school recruitment.
2. Community Recruitment
Many professional talents are active in some professional communities. For example, if you are looking for software engineers, you can go to open source China, JAVA and PHP community, etc.; if you are looking for designers, you can go to the station cool to find; if you want to find a copywriter, you can go to Douban to try your luck.
Top ten recruitment channels advantages and disadvantages
1, network recruitment
Advantages: This is accompanied by the increasing popularity of the trend of the network to produce a new form of media recruitment, recruitment information can be directed at regular intervals to put, after the release of the management can be managed, and its cost is relatively inexpensive, theoretically, can be covered to the world. By posting recruitment information in the well-known talent network can be fast, massive acceptance of the information of job seekers, and the website provides the format of the resume and format mail can reduce the difficulty of resume screening, speed up the speed of processing resumes. This form is especially useful for white-collar workers, basically "find a job, a key to deal with".
Disadvantages: this channel can not control the quality and quantity of applicants, the massive amount of information, including a variety of spam, viruses, etc. will increase the pressure of the recruitment process, in the information technology in the area of poor results. This form can be adopted in the perennial recruitment of more units. In addition, with the major talent website resume library rich and perfect, HR can use the website to provide the "net talent" service in the resume library to search for the person we are looking for. This approach is somewhat similar to headhunting.
2, campus recruitment
Pros: Campus recruitment can greatly improve the company's visibility in the college circle, the company's reserve of talent to provide a talent pool for the establishment of a good school-enterprise relations to lay the foundation for the campus recruitment of low-cost, for well-known companies and sometimes even free admission.
Disadvantage: Although campus recruitment can attract a lot of potential talents, the professionalization level of such personnel (attitude, skills, behavioral habits, etc.) is not high, the turnover rate is high, and the company needs to invest more energy in systematic and complete training.
3, on-site job fairs
Advantages: This is the traditional way of recruiting talent, the cost is moderate, HR can not only direct face-to-face exchanges with candidates (equivalent to the first test), but also a visual display of the strength of the enterprise and style. This approach is generally more efficient, can quickly eliminate unqualified personnel, control the number and quality of applicants.
Disadvantage: Its limitation is that it is often affected by the publicity and promotion efforts of the 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.
4, internal recruitment
Advantages: internal recruitment is more common in large-scale enterprises, this way is characterized by minimal cost, can greatly improve staff morale, the applicant knows the company quite well, adapted to the company's culture and management, and can enter the work state faster, and can be cultivated internally to develop a one-person, multi-talented composite talents.
Disadvantages: its limitations are also more obvious, that is, the number of personnel supply is limited, easy inbreeding, the formation of factions, the lack of differentiation in the organization's decision-making advice, is not conducive to management innovation and change.
5, headhunter recruitment
Pros: headhunting is a kind of consulting company with the industry to use its reserve pool of talent, relationship network, in a short period of time, fast, directed to find the talent needed by the recruitment method.
Disadvantages: formal headhunters charge higher fees, usually 20-30% of the annual salary of the hunted successful personnel.
6, media advertising recruitment
Pros: because the newspaper is still the general public, including job seekers to understand the important platform for information, so this form of advertising in the local coverage is relatively wide, the probability of acceptance of the target audience is very high, not only to enhance the visibility of the enterprise in the local community, you can effectively publicize the company's business, there is a multi-tasking effect.
Disadvantages: This recruitment channel will attract a lot of unqualified applicants, increasing the workload and difficulty of the human resources department to screen resumes, extending the recruitment cycle, in addition to the channel's higher costs, especially the choice of the "eye-catching" version of the space and layout costs will be higher.
7, recruitment notices
Advantages: This is the recruitment media before the formation of a widely used recruitment methods, currently used in small and medium-sized enterprises, the service industry, the labor force recruitment or more. This way is characterized by simple and easy to meet the cultural level is not high, the economic conditions of the people seeking employment.
Disadvantages: First, it affects the company's image, and secondly, it goes against the general trend of "prohibiting the indiscriminate posting of advertisements and notices".
8, the staff recommended
Pros: recruitment costs are small, there is a certain degree of correlation between the applicants and existing staff similarity, the basic quality is more reliable, you can quickly find and the existing quality of staff with skills similar to the staff.
Disadvantages: this way of selection is relatively narrow, it is often difficult to recruit outstanding ability, especially excellent talent.
9, radio, television recruitment
Pros: such as the CCTV organized by the "absolute pick _" well-known enterprise recruitment column, Hunan TV organized by the "Super Girl" program, the top ten winners are usually signed by the record company, these are important ways of talent marketing. Moreover, the company gets good publicity.
Disadvantages: high cost and small scope of application.
10, industry, professional websites and forums
Pros: this channel is somewhat similar to the talent website recruitment, fast and simple, and its even better is that you can through the network and each other in a timely manner, in-depth communication with each other. Therefore, we are likely to tap into the coveted "horse" here.
Disadvantages: the channel to find the cost is very high, the choice of talent is narrower, and often seem to be in the luck.