Abstract: HR knows all about recruitment channels. But what are the advantages and disadvantages of these recruitment channels? Does HR know? Each recruitment channel has its advantages and disadvantages. When companies choose recruitment channels, they must first understand their advantages and disadvantages, so that they can choose the appropriate recruitment method and find the talents most suitable for the development of the company more quickly. What are the recruitment channels?
1. Recruitment websites
Traditional recruitment websites: such as Zhaopin Recruitment, 51job and China Talent Hotline, etc., can conduct comprehensive talent recruitment nationwide.
Local talent websites: They are mainly platforms built by local talent exchange centers. Their popularity and quality are relatively average. For some less developed areas, local talent websites may be effective.
Vertical recruitment websites: such as Lagou, Internal Recommendation Network, and Boss Direct Recruitment, etc., which focus on recruitment in a certain field or a certain position sequence.
Industry recruitment websites: such as China Health Talent Network, China Automotive Talent Network, etc. You can choose the corresponding professional website according to your industry to recruit professional talents.
Graduate recruitment websites: such as Dajie.net, fresh graduate job search website, etc., which 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 want to find a software engineer, you can go to Open Source China, JAVA and PHP communities; if you want to find a designer, you can go to Zoku; if you want to find a copywriter, you can try your luck on Douban.
Advantages and Disadvantages of the Ten Recruitment Channels
1. Online Recruitment
Advantages: This is a new media recruitment trend that has emerged with the increasing popularity of the Internet. In this form, recruitment information can be delivered in a targeted manner at regular intervals, and can also be managed after release. The cost is relatively low, and theoretically it can cover the whole world. By publishing recruitment information on well-known talent websites, you can quickly and massively receive information from job seekers, and the formatted resumes and formatted emails provided by each website can reduce the difficulty of resume screening and speed up the processing of resumes. This form is especially practical for white-collar workers. It basically means "finding a job and getting it done with one click."
Disadvantages: This channel cannot control the quality and quantity of applicants. Massive information, including various spam emails, virus emails, etc., will increase the pressure on recruitment work, and the effect is poor in areas with sufficient information technology. . This form can be adopted by units that recruit more people all year round. In addition, with the enrichment and improvement of the resume database of major talent websites, HRs can use the "online talent" service provided by the website to search for the person we are looking for in the resume database. This approach is somewhat similar to headhunting.
2. Campus targeted recruitment
Advantages: Campus recruitment can greatly improve the company's visibility in the university circle, provide a talent pool for the company to reserve talents, and establish good school-enterprise cooperation. Relationships build the foundation, and on-campus recruiting is cheap and sometimes even free admission for established companies.
Disadvantages: Although campus recruitment can attract many potential talents, the professional level (attitude, professional skills, behavioral habits, etc.) of such personnel is not high, the attrition rate is high, and enterprises require relatively large investment. Spend more energy on systematic and complete training.
3. On-site job fair
Advantages: This is a traditional talent recruitment method with moderate cost. HR can not only communicate directly with job seekers face-to-face (equivalent to a preliminary interview), but can also visually demonstrate the strength and style of the company. This method is generally more efficient and can quickly eliminate unqualified personnel and control the quantity and quality of applicants.
Disadvantages: Its limitation is that it is often affected by the publicity and promotion efforts of the exhibition organizer, 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 method is characterized by very low cost and can greatly improve employee morale. Applicants Have a good understanding of the company, adapt to the company's culture and management, be able to get into work quickly, and be able to cultivate multi-functional talents internally.
Disadvantages: Its limitations are also relatively obvious, that is, the number of personnel supplied is limited, it is easy to inbreed and form factions, and there is a lack of differentiated suggestions in organizational decision-making, which is not conducive to management innovation and change.
5. Recruitment by headhunting companies
Advantages: Headhunting is a type of recruitment where professional consulting companies use their talent pool and relationship network to quickly and directionally find what the company needs in the short term. Talent recruitment methods.
Disadvantages: Regular headhunting companies charge relatively high fees, usually 20 to 30% of the annual salary of the successfully hunted person.
6. Media advertising for recruitment
Advantages: Since newspapers are still an important platform for the general public, including job seekers, to learn information, this form of advertising has relatively wide local coverage. The probability of acceptance by the target audience is very high. It can not only enhance the company's local popularity, but also effectively promote the company's business, which has multiple effects.
Disadvantages: This recruitment channel will attract a lot of unqualified applicants, increase the workload and difficulty of screening resumes for the human resources department, and extend the recruitment cycle. In addition, the cost of this channel is relatively high. In particular, choosing “eye-catching” placements and layouts will cost more.
7. Recruitment notices
Advantages: This was a recruitment method widely used before the formation of recruitment media. It is still widely used in small and medium-sized enterprises, service industries, and labor recruitment. The characteristic of this method is that it is simple and easy to implement, and can satisfy people with low cultural level and poor economic conditions to find jobs.
Disadvantages: First, it affects the company's image, and second, it goes against the general trend of "prohibiting random posting of advertisements and notices."
8. Employee recommendation
Advantages: The recruitment cost is low, there is a certain correlation and similarity between the applicants and existing employees, the basic quality is relatively reliable, and you can quickly find and existing employees Employees with similar qualifications and skills.
Disadvantages: This method has a narrow range of choices, and it is often difficult to recruit outstanding and outstanding talents.
9. Radio and TV recruitment
Advantages: For example, the "Absolute Choice_" well-known enterprise recruitment column organized by CCTV and the "Super Girl" program organized by Hunan TV Station, the top ten Winners are usually signed by record labels, and these are important ways for companies to market their talent. Moreover, the business also gets good publicity.
Disadvantages: high cost, small scope of application.
10. Industry, professional websites and forums
Advantages: This channel is somewhat similar to talent website recruitment, fast and simple, but what is even better is that you can communicate with each other in a timely and in-depth manner through the Internet communicate with each other. Therefore, we are likely to discover the coveted "Thousand Mile Horse" here.
Disadvantages: The cost of channel search is very high, the scope of talent selection is relatively narrow, and many times it seems that you are trying your luck.