Profit:
Little expense, low cost, can greatly improve staff morale, the applicant is quite understanding of the company, adapted to the company's culture and management, can quickly enter the work state, directly carry out the work, and can be cultivated internally a person of multi-purpose composite talents.
Disadvantages:
Limited supply of personnel, easy to inbreeding, the formation of factions, resulting in a lack of differentiated recommendations for organizational decision-making, not conducive to management innovation and change.
Employee recommendation within the enterprise :
Employee recommendation of this approach is now widely used in many international and domestic enterprises. It is understood that Microsoft, Charles Schwab, the global Internet advertising company DoubleClick and other companies recruitment channels are mainly through the company's existing staff recommendations. 40% of the employees of Microsoft Corporation in the United States are obtained through employee referrals. These companies ensure the effectiveness of their recruitment channels through a range of means. For example, in each of the recommended person's name on the back of the recommended person's name, recommend the new hire rate of high employees will also be rewarded by the company, Microsoft's "Bole Award" is for those who recommend the ability to prepare for the staff. Carlson also held a party to further understand the form of the recruits, in the party, the company employees to bring friends to participate in the activities, through the activities, the recruits can also understand the company's culture, increasing the sense of identity of the recruits to the company.
Many domestic private enterprises, especially small enterprises, due to the development stage, a variety of conditions and the environment for the attraction of talent is limited, therefore, some of the recruitment of talent are introduced by friends and relatives, employees within the enterprise recommended.
Advantages of employee referral:
Low recruitment costs, high quality candidates, strong reliability, more effective in recruiting professionals and middle and senior management. Because there is a certain correlation similarity between the applicants and the existing staff, their basic quality is more reliable, you can quickly find employees with similar quality and skills of the existing staff, do not have to spend a long time to find and screen those unknown applicants, the success rate of recruitment is higher. In addition, the people who are introduced to the company also have acquaintances who work in this business, and therefore trust this company, the stability of the applicant is higher after the employment.
Disadvantages of employee referrals:
Recruitment is narrow, and often fails to recruit excellent talent; easy to mix in human relations, difficult to dismiss after hiring, easy to form gangs and factions. This kind of recruitment method, there is a possibility of collective jumping events, many enterprises in the Pearl River Delta, there have been workshop supervisors led by the staff of the collective jumping events, resulting in the enterprise can not be delivered on schedule. Another serious problem is that gangs are easily formed within the enterprise, which will tear each other down, making it impossible to carry out many management tasks. Therefore, for the easy recruitment of employees in the community, do not easily accept the internal staff recommended, must be moderately controlled.
External channels for recruiting talent:
Talent exchange centers:
The country's large and medium-sized cities generally have talent exchange service organizations. These organizations generally have a talent database for enterprises and institutions employers to query the basic conditions of the personnel information, at the same time, and employers to establish long-term contact and cooperation, year-round for enterprises and institutions employers to provide on-site recruiting, online recruiting, commissioned recruitment, recruitment and headhunting and other services.
The advantages of the Talent Exchange Center:
Strong targeting, low cost, the initial screening of the object is more, the general middle and low-level talent is easier to recruit.
Disadvantages of the Talent Exchange Center:
Less understanding of the applicants, low success rate, the recruitment of some popular talents, such as computers, communications and other popular talents or middle and high-level talent recruitment is less than ideal, it is difficult for enterprises to recruit outstanding talent.
Labor intermediary:
Currently, there are more and more labor intermediaries, and they vary in size, business projects and service quality. This channel generally applies to skilled laborers and operators. This kind of labor intermediary, mainly for recruiting enterprises and job seekers to provide an exchange of information, by recommending job seekers to the needy enterprises to apply for the job, to collect the service fee for job seekers, while usually the enterprise does not need to give the intermediary service fee.
Advantages of labor intermediaries:
Low fees, small costs, and in some cases, no cost. Well-targeted and more effective in recruiting skilled laborers and operators. Because intermediaries refer job seekers to companies, they reduce some of the workload of companies in recruiting.
Disadvantages of labor intermediaries:
The legitimacy and integrity of the intermediary, resulting in the quality of job seekers and the speed of recommendation does not match with the needs of the enterprise phenomenon, which increases the workload of the enterprise's recruitment, but also may result in the lack of employment. In addition, some intermediaries have the phenomenon of cheating job seekers and cheating the service fee of job seekers, which brings some negative impacts to recruiters. Difficulty in recruiting excellent talents. Now that the shortage of skilled labor is becoming more and more serious, it is possible that intermediaries will charge companies in the future.
Talent Recruitment Fair:
Every year, there are a variety of talent recruitment fair held across the country, and with the increasingly sophisticated talent exchange market, the fair showed a trend toward the professional direction of the sub-division. For example, there is a "gold-collar world" and other senior talent fair, freshmen two-way choice, information technology talent exchange, real estate talent exchange, logistics talent exchange and so on.
The advantages of the Talent Recruitment Fair:
In the Talent Exchange Fair, employing enterprises and candidates can directly contact and face-to-face exchanges, and can be used as the initial interview, the unqualified directly eliminated, the first qualified to agree on the date of the retest, so that enterprises can shorten the recruitment cycle, reduce the workload of the recruitment, as soon as possible to the recruitment of the required talent, saving the enterprise and the time of the candidate. Save the time of the enterprise and the applicants. Due to the concentration of applicants, the enterprise also has more room for choice.
By participating in the recruitment fair, enterprises can visually display the strength and style of the enterprise, at the same time, the enterprise recruiters can not only understand the quality of local human resources and the direction of the enterprise, but also understand the personnel policy and manpower needs of other enterprises in the same industry, and the cost is moderate.
Disadvantages of the Talent Recruitment Fair:
The Talent Exchange Negotiation is more effective in recruiting intermediate and junior talents in general-purpose professions, such as junior clerical staff. Candidates' cultural level is relatively high, but it is difficult to see postgraduate degree or above in the Talent Exchange Fair, and applicants outside the provinces and municipalities of talent, fresh college students are mainly senior talents, professional and strong scarce talents in the Talent Exchange Fair is often difficult to recruit.
At the same time, because some organizers are too heavy economic benefits, in pursuit of high profits, will be invested in advertising and publicity costs less, on the same day, often the same type of recruitment fair in the city at the same time there are a number of units held to participate in the exchange of very few talents, enterprises basically very difficult to recruit the required talents in such fairs.
So enterprises in the decision to participate in the talent recruitment fair should be selected before the experience of organizing a large number of advertising and publicity units before the meeting, and held in the address of the transportation is convenient, held in a more elegant place, held on the same day to participate in the date of the same kind of talent recruitment fairs less.
Traditional media:
The main forms of traditional media are: newspapers, magazines, radio and television. Enterprises usually recruiting talent, will be released through these media recruitment information. At present, the newspaper media are mainly professional recruitment newspaper, such as "MileagePlus", local newspapers and magazines in the mainstream media recruitment special edition or supplement. As newspaper is a kind of information mass media, it is an important platform for enterprises and job seekers to release and understand recruitment information. This form of advertising in the local coverage of a wide range of target audiences to accept the probability of very high, not only can enhance the visibility of enterprises in the local community, but also can effectively publicize the business of the enterprise, to establish the image of the enterprise, have a multi-purpose effect. Some magazines have also opened up a recruitment area or recruitment advertising inserts. Some TV stations around the world have also launched recruitment programs, such as "Absolute Challenge", "Super Girl", "Happy Man", etc., are important ways of marketing the enterprise talent market. Some local radio stations have also launched talent exchange programs, broadcast some job advertisements, release corporate talent recruitment information.
Traditional media advantages:
Traditional media in the recruitment advertisement can reduce the workload of recruitment, after the advertisement is published, just wait for the applicant to come to the door in the enterprise. This form of advertisement has wide coverage and high acceptance rate by the target audience, which can enhance the visibility of the enterprise, effectively publicize its business and build up its image.
Disadvantages of traditional media:
It is more expensive and costly to place recruitment advertisements in newspapers and television; the cost of broadcasting recruitment advertisements on radio stations will be much less, but the effect is also worse than that of newspaper and television advertisements. This recruitment channel will attract many unqualified applicants, increasing the workload and difficulty of resume screening by the HR department and prolonging the recruitment cycle.
Recruitment through this channel is a passive recruitment method, the enterprise for the number of applicants and applicant qualifications is difficult to control, can not know the number and quality of applicants, whether there is a suitable talent, increasing the workload of the interview. Nowadays, there are many enterprises recruiting through newspapers, how to attract more people's attention is an important issue that enterprises need to consider. Usually, enterprises will use this way to recruit social workers with practical working experience. With the great popularity of the Internet, the importance of traditional media recruitment is becoming less and less.
Professional media :
Many professionals have the habit of reading professional publications, therefore, recruiting the professionals needed by the enterprise through the more specialized media is an effective way of recruitment. Some special industry enterprises, the need for middle and senior talents in society is very rare, such talents often have a relatively stable career, usually unlikely to have time to read job-seeking newspapers or go to the job market to apply for employment, they tend to like to read and their work-related professional publications, so enterprises should choose to recruit such talents should be more powerful in the professional publication of job ads, attracting suction them to come to apply for employment. The company's main goal is to make sure that they are not in a situation where they can't be trusted.
Advantages of professional media:
Strong targeting, wide coverage, more effective in recruiting professionals, middle and senior talents or rare talents, and the cost is moderate.
Disadvantages of professional media:
Narrow target surface, the enterprise passively waiting, unable to control the number and quality of applicants, unable to determine when to recruit the appropriate talent needed by the enterprise, recruitment pressure.
Campus Recruitment:
The competition for talent starts on campus. At the end of each year, a large number of companies go to universities to conduct recruitment presentations to promote the company to the graduates in order to attract their interest and enthusiasm. Campus recruitment is mainly by posting job advertisements, setting up recruitment booths, organizing recruitment seminars and school recommendations. If the enterprise wants to recruit outstanding graduates, beforehand to set out the appropriate salary and benefits, recruitment advertising to fully reflect the corporate image, with excellent corporate image to make applicants want to learn more about the company's desire to attract outstanding graduates.
Advantages of Campus Recruitment:
Campus recruitment is less expensive, low-cost, targeted, and the main target is the outstanding graduates. Through this recruitment method, it can greatly improve the visibility of the enterprise in the circle of colleges and universities, and lay the foundation for the enterprise to reserve talents and establish a good school-enterprise cooperation relationship.
Disadvantages of campus recruitment:
Campus recruitment can attract many potential talents, but the professional level of such personnel (attitude, professional skills, behavior, etc.) is not high, the lack of practical ability, poor stability, high turnover rate, the need for companies to invest in more energy to carry out systematic and complete training.
Network Recruitment:
Network recruitment is one of the ways of recruitment through the corporate website or professional recruitment website to publish job information. It is through the Internet or intranet release of recruitment information, and through E-mail or online recruitment management system to collect the resume of job seekers, and after screening, the initial determination of the required job candidates a recruitment method. At present, the more influential domestic talent recruitment website: MileagePlus, China Talent Hotline, China Talent Network, Wisdom Link Recruitment, Sooma Automotive Talent Network and so on.
The advantages of network recruitment:
Network recruitment has fewer fees, low cost, no time and space constraints, wide coverage of information (theoretically can be covered globally), a long recruitment cycle, easy and fast contact, timely and adequate information collection, shorten the recruitment time and other advantages. Recruitment information can be placed regularly and directionally, and can also be self-managed after release. Moreover, the format resumes, format emails and filtering functions provided by various websites can reduce the difficulty of resume screening and speed up the speed of processing resumes. At the same time, through the search, you can freely set the conditions to find the right talent for the enterprise. With the use of Internet video, QQ or MSN and other instant messaging tools technology, enterprises can communicate freely with job seekers for two-way selection. At present, the network recruitment for the recruitment of senior and middle-level talent is more effective, but in the near future, the recruitment of low and middle-level talent can be realized through the network recruitment channels, and even general recruitment of skilled workers and operators, enterprises can be completed through this channel.
Disadvantages of network recruitment:
Network recruitment channels are difficult to control the number and quality of applicants, the massive amount of information, including a variety of spam, viruses, etc. will increase the pressure of the recruitment process, at present, in the information technology is not sufficient in the area of poor results, is not applicable to economically underdeveloped areas.
Additionally, the current network recruitment as a channel, can not be practiced face-to-face communication between enterprises and job seekers, increasing the inconvenience of interviews. At the same time, the inauthenticity of the information, the need for corporate recruiters to have a strong ability to recognize.
Headhunting:
Headhunting is a kind of recruitment method for enterprises to recruit middle and senior managers and enterprises need special talents. Headhunters are generally some professional consulting firms, they use their own reserves of talent pool, and with the help of a variety of relationship networks, proactive, fast, directed to find the talent needed by the enterprise. These talents with traditional channels is often difficult to obtain, therefore, through the headhunting recruitment method of high cost, the general regular headhunting company charges for being hunted by the success of the staff of the annual salary of 10 to 30%.
The advantages of headhunting:
Search for talent fast, and high quality. Headhunters generally have a professional, extensive resources to use, the hands of a large number of talent reserves, so the search for talent fast, high quality. Strong targeting, for senior talents, cutting-edge talent and shortage of talent more effective.
Disadvantages of headhunting:
Recruitment costs are high, generally formal headhunters charge 10-30% of the annual salary of the hunted. In addition, for some high-end talents, the recruitment cycle is long. Due to the headhunting high profits, low entry threshold, market prospects, resulting in the current market headhunting companies mixed, headhunting industry between each other to cut corners, vicious competition, the quality of service quality and decline in its overall professionalism and professionalism is undermined, to the enterprises to choose the headhunter to bring a certain degree of trouble. Therefore, enterprises choose headhunting recruitment channels, must examine their strength and reputation. From their internal action, professional standards, contract terms, service prices, service quality, service customers, including enterprises and individuals to assess and choose from.
Circle Recruitment ：
Circle Recruitment, along with the popularization of the network, the network market is increasingly segmented and a new, non-mainstream recruitment channels. Enterprises through the industry, professional websites and specific groups of people (MBAs, professionals, alumni, network enthusiasts) to organize the site, or in the network community forums, posting blogs, microblogging, or QQ, MSN and other instant messaging tools to publish recruitment information to attract candidates to apply for jobs.
Advantages of circle recruitment:
With the characteristics of convenient, simple, fast and wide coverage of network recruitment, enterprises can communicate with each other through the network in a timely, in-depth, and even video interaction. The circle effect brings a high success rate. QQ, MSN contacts are generally the same circle, and read blogs, visit forums are often peers, not only have experience in the field, but also targeted, high hit rate.
Disadvantages of circle recruiting:
Circle recruiting is mainly with the help of blogs, online forums and instant chat tools, once the job seekers are not online or not online, you can not receive job information. Therefore, generally take the circle recruitment of enterprises, mainly some IT companies, foreign companies, media and other enterprises with close contact with the network.