How should human resources recruit people?

How should human resources recruit people? There are actually many channels for human resources to recruit people. The specific method depends on the amount of people the company employs. Recruitment, let’s follow me and take a look at the relevant knowledge of how human resources recruit people. I hope it will be helpful to everyone. How should human resources recruit people 1

The channels for human resources recruitment must be expanded:

1. On-site recruitment

On-site recruitment is a way for enterprises and talents to communicate through the first It is a way to conduct direct face-to-face conversations at the venue provided by the three parties and complete the recruitment interview on-site. On-site recruitment generally includes job fairs and talent markets.

Job fairs are generally initiated and organized by various governments and talent introduction agencies, and are relatively formal. At the same time, most job fairs have specific themes, such as "Special Session for Fresh Graduates" and "Special Session for Postgraduate Degree Talents" Or "IT talent special session", etc. Through this distinction of graduation time, academic level, knowledge structure, etc., companies can easily choose a suitable special session to set up recruitment booths for recruitment. For this kind of job fair, the organization will usually first review the qualifications of the applicants. This preliminary screening saves the company a lot of time and facilitates the company to conduct more in-depth assessment of the applicants. However, while the segmentation of the target population is convenient for the company, it also brings certain limitations. If the company needs to recruit several talents at the same time, it will have to participate in several different job fairs, which on the other hand also improves the company's Recruitment costs.

Job fairs are similar to job fairs, but job fairs are generally short-term and centralized, and are usually held in temporarily selected stadiums or large squares, while job fairs are long-term decentralized, and the locations are also varied. relatively fixed. Therefore, for some positions that require long-term recruitment, companies can choose the recruitment channel of the talent market.

The on-site recruitment method not only saves the time and cost of the company's initial screening of resumes, but also makes resumes more effective, and it requires less expenses than other methods. However, on-site recruitment also has certain limitations. First of all, it is geographical. On-site recruitment generally can only attract applicants from the city and surrounding areas. Secondly, this method will also be affected by the propaganda intensity of the organizational unit and the organizational form.

2. Online recruitment

Online recruitment generally includes companies posting recruitment information online and even conducting resume screening, written examinations, and interviews. Companies can usually conduct online recruitment in two ways. One is to publish recruitment information on the company's own website and build a recruitment system. The other is to cooperate with professional recruitment websites, such as China Talent Network, 51job, Zhaopin Recruitment, etc., through these websites. Publish recruitment information and use the existing system of professional websites to conduct recruitment activities.

Online recruitment has no geographical restrictions, has a large audience, wide coverage, and a long time limit. It can obtain a large amount of applicant information in a short period of time, but it is also filled with a lot of false information. and useless information, so online recruitment has relatively high requirements for resume screening.

3. Campus recruitment

Campus recruitment is a recruitment channel used by many companies. Companies go to schools to put up posters and hold presentations to attract graduating students to apply. Some outstanding students can be recommended by the school. For some more special positions, they can also be directly hired by the company after being trained by the school.

Students recruited through campus recruitment have strong plasticity and sufficient motivation. However, these students have no actual work experience and require certain training before they can actually start working. Moreover, many students are not clear about their positioning because they have just entered the society, and their job mobility may also be relatively high.

4. Traditional media advertising

Publishing and broadcasting recruitment information in newspapers, magazines, TV and radio and other carriers has a wide audience, quick results, simple process, and generally receives more The application materials also played a certain publicity role for the company. People applying through this channel are widely distributed, but senior talents rarely use this job search method, so it is more suitable when recruiting employees in junior and technical positions in the company. At the same time, the effectiveness of this channel will also be affected by the influence, coverage, and timeliness of the advertising carrier.

5. Talent introduction agencies

On the one hand, this kind of agency finds talents for companies, and on the other hand, it also helps talents find suitable employers. Generally include employment agencies for mid- to low-end talents and headhunting companies for high-end talents. It is the most convenient way for enterprises to recruit in this way, because enterprises only need to submit their recruitment requirements to talent introduction agencies, and talent introduction agencies will find and assess talents based on the resources and information they have at their disposal, and recommend suitable personnel to enterprises. However, the fees required for this method are relatively high. Headhunting companies generally charge 20%-30% of the talent's annual salary as headhunting fees.

6. Internal recruitment

Internal recruitment means that the company announces job vacancies to employees and encourages employees to compete for jobs. For example, China Mobile uses this recruitment method.

For large enterprises, internal recruitment can help enhance employee mobility. At the same time, because employees can be promoted or change jobs through competitive recruitment, this is also an effective incentive method that can improve employee satisfaction and retain talents. . Talents recruited internally generally have a good understanding of the company and business, so they can move into new roles quickly without requiring the company to spend a lot of training costs. However, this method also has certain shortcomings. If a company uses internal recruitment too much, the company will lack new ideas and perspectives, and employees will have a certain thinking inertia and lack vitality. Specifically, internal recruitment channels include job announcements, job technical files, and employee recommendations. Take employee recommendation as an example. Many companies in our country adopt the method of recommendation from old employees to recruit new employees, which is highly targeted and reliable. However, it should be noted that if there are too many employee recommendations in a certain area, some small interest groups may be formed. To encourage employee referrals, companies can introduce some incentives. For example, in early 2010, due to the surge in corporate orders after the financial crisis and the shortage of migrant workers, Shenzhen Foxconn launched a method to reward employees for recommending fellow workers, including reimbursement of travel expenses to Shenzhen and a bonus of 200 yuan.

7. Employee recommendation

Companies can apply for positions in the company through employees recommending their relatives and friends. The biggest advantage of this recruitment method is that the information held by both companies and applicants is relatively symmetrical. . The introducer will introduce the true situation of the applicant to the company, saving the company from checking the authenticity of the applicant. At the same time, the applicant can also understand all aspects of the company's internal situation through the introducer, so as to make rational choices. Many companies have adopted this recruitment method. For example, Colgate Company encourages employees to recommend and sets up some incentives. If the applicant is admitted, the introducer will receive a certain bonus. However, you should also pay attention to some negative effects when using this channel: In order to cultivate personal power in the company, some internal employees or middle-level and senior leaders arrange their cronies in important positions in the company to form small groups, which will affect the normal organization of the company. Structure and operations.

8. Personnel outsourcing

The so-called outsourcing (outsourcing), literally translated as "external resources" in English, refers to the integration and use of the best external professional resources by an enterprise to reduce costs, A management model that improves efficiency, gives full play to its core competitiveness, and enhances an enterprise's ability to respond quickly to the environment. In an enterprise, in order to improve the human resources department, it is necessary to set up various supporting professional human resources personnel, such as "salary management specialists", "recruitment specialists", "training specialists" and so on. The cost is relatively huge. However, many domestic enterprises do not have such equipment, especially some small and medium-sized enterprises. From a cost-effective perspective, they do not need to have so many personnel in an enterprise of this size, so they outsource this management For human resources agencies, professional human resources agencies are relatively more complete than their own enterprises. The enterprises use more professional things to improve their own shortage of human resources, thus saving their own resources and creating the greatest value.

The benefits of personnel agency include avoiding risks, reducing disputes, reducing operating costs, saving personnel specialists’ time, and improving work efficiency. Especially after the new labor law, outsourcing to avoid risks is more worthy of promotion.

In addition, personnel outsourcing also objectively reflects the general salary situation in the labor market, provides scientific basis for enterprises to carry out salary management, and lays a solid foundation for enterprises to attract, retain and motivate talents. According to the actual needs of enterprises, professional personnel services are provided, so that enterprises can not only introduce advanced personnel management methods in a timely manner, avoid policy risks, improve employee satisfaction, but also save a lot of manpower, money and time in routine work. How to recruit people in human resources 2

How to recruit, employ and retain people in human resources management?

Enterprises must also have a complete management mechanism for recruiting, employing, and retaining people to minimize their losses.

First, recruit people. New positions will be created during the development process of enterprises. Our enterprises must look further. We must analyze the positions that may be created in the future and analyze their potential. The nature of the job, scope of responsibilities, etc., and make full preparations for recruitment. Experience and ability should be given priority during the recruitment process. Some companies, when recruiting, require a bachelor's degree as the minimum qualification regardless of the position or the nature of the job. This is completely unnecessary. Of course, this depends on the position. For example, for highly operational positions, academic qualifications are secondary. The main thing is that you are qualified for the job and do it well. For some management positions, experience and ability come first. Rich theoretical knowledge and practical experience are different concepts. When a college student just graduates, academic qualifications may play a large role in finding a suitable job, but when he has certain work experience, academic qualifications are often not so valued. The benefit to the enterprise is that it can save the enterprise's employment costs.

Second, employing people, companies recruit excellent talents, how do companies use them? The above recruitment method can save costs, because the company does not need to spend a lot of time on training, and can create benefits for the company as soon as possible. But it’s not unnecessary.

The eight-word principle for employing people is to make the best use of people’s talents. If one day the company tells someone that you are no longer of use, then that person can leave. It is precisely because we are useful that we can find jobs. If a person can be used throughout his life, that means he is great. Therefore, enterprises must make good use of everyone and use their expertise to create maximum benefits for the enterprise. When employing people, enterprises should give employees a stage to give full play, so that employees will be at ease at work and serve the enterprise to their heart's content. Why would you resign after you can work for a period of time? You must know that the company has spent a lot of money on them. Once they leave, the company will have to recruit people from scratch. This does not include the cost, and the company's normal operations may be interrupted, causing huge losses to the company. So how to prevent employees from quitting?

Third, retain people. When employees resign, the company must think about losing a large sum of money. This loss includes the company's direct losses and indirect losses. Recruitment, training, and wages are all direct costs. If a company's core talent resigns, the company paid high salaries and benefits to recruit them because they can create more for the company than the high salary and benefits. value. If a person's annual salary is 500,000, the value he creates for the company may be 5 million or more. The loss to the company caused by the resignation of such an employee is immeasurable. If the value he creates is lower than the salary and benefits paid to him by the company, then he has no value to the company.