Human resource management in the company is one of the heavy recruitment of a part of the different posts for the company hiring the right employees is an important task for human resources. In the recruitment process, companies have different channels to choose from, mainly recommended, professional intermediaries, market fairs, "entered" (walk-ins), advertisements and campus recruitment. Recruitment of staff through different channels because of their differing characteristics, the work may in the future there will be a greater difference in performance, the study found an average of different recruitment sources retention rate: Staff Recommendation (61.25%), "entered" (58.4%), professional organizations (48.4%), advertising (44.8%). Different sources of staff recruitment term (tenure) quantitative scoring that: the staff recommendation into the company's work has the longest tenure (120.36), followed by the "come in" (98.89), vocational institutions (91.5) and Advertising (88.92).
Thus, the effectiveness of different recruitment sources there are obvious differences. What causes this difference, the company's human resources department how should use this difference?
First, the effectiveness of different recruitment sources quantitative comparison of the situation
In reviewing the research in this area between the two concepts must first be defined: the recruitment of sources and the effectiveness of recruitment sources. Integrated the previous literature, these two concepts can be defined as follows. Recruitment Source (recruitment sources): mainly refers to the recruitment of new employees the company's personnel sources, including recommendations, internal promotion, "entered" (walk-ins), professional bodies, the scene and the media, recruitment advertising. Effectiveness of recruitment sources: mainly refers to a number of performance-related indicators to measure the new employees join the company's situation, which include turnover intention and turnover rate, job retention rates, job satisfaction, organizational commitment, attendance and job performance Deng .
Western scholars in this respect, more quantitative studies, in which the results of their research available to examine different aspects of different recruitment sources produced in reality simulations. blau study compared three types of recruitment sources of job performance and tenure of office: "went to" recommend and newspaper ads, found that "walked", "staff with higher productivity; mcmanus and baratta study found that recruits from the recommended ratio of advertising recruitment of staff have to work more realistic expectations, and they expect it and work performance and work term associated with, so by entering the company's staff recommended the two has a better performance; williams et al found that the nursing profession Nursing experience in the recruitment of different sources of candidates there are differences; mcmanus and baratta control the individual differences and realistic expectations of effect may also be found to integrate into the organization affect their work performance of a variable, they believe the company in the recruitment process existing staff to spend more time with the candidates to communicate their work to increase the commitment of new employees, while those coming in the recruitment of staff because of their personal, organizational socialization experiences will come on after the new staff have a better commitment.
Overall, different scholars use different metrics are found, there is arising because of recruiting source differences in performance of the differing circumstances, which is the basis for further research: Why would these differences, in reality, how should the application these differences.
Second, the application of the actual situation
In the company's actual recruitment process, the Human Resources Department will generally consider a variety of channels to recruit new employees the company, these different recruitment channels has its own characteristics and advantages and disadvantages, the actual operation characteristics can be biased towards the company's use of post the appropriate channels.
1. Campus Recruitment
Every year, thousands of students graduate from universities, the first foreign companies generally pay more attention to recruitment will be offered on campus recruiting outstanding graduates, but with the development of the situation and Business Management in the high, more and more domestic enterprises attention to this important channel for campus recruitment. Hypothesis from the individual differences of view, the campus recruitment of candidates are generally young, educated, less work experience, strong plasticity. After these employees into the workplace can quickly familiar with the business, get into the channel so the recruitment of professional posts are generally applicable to recruitment of staff or special technical posts, if the recruitment of staff knowledge of the structure of corporate lies updates and long-term human resources development, the campus recruitment is preferred. Of course, the campus of the candidates as a lack of work experience, job training in the future on higher costs, and many students had just entered the community as their positioning is not clear, the work also may be more mobile.
2. Professional intermediaries
With economic development, social progress, human mobility is increasingly common phenomenon, more and more active. To meet this demand,
Many cities have emerged talent exchange centers or agencies and so on. These institutions play a dual role, both for the enterprise, unit selection,
Also selected for the job work units. Personnel recommended by professional organizations generally have been screened, the relatively high success rate of recruitment,
Posts results would be better. Some standardized follow-up communication centers also provide services
Make recruiters feel at ease. Targeted, low-cost advantage is where the channel.
Executive search firm is a career agency channel in a more special, recruited through this channel over the company in senior positions. Recruitment of personnel by executive search firm is characterized by relatively rich working experience in management or professional skills, the Department has outstanding, and the corresponding positions in the industry is relatively rare talent. This channel also exists in the company's recruitment needs of some, as high-level positions in business generally existing staff, in no better replace the object identified before, are still controlled by adjustment to the level of corporate leadership is not appropriate in a big way through the media open recruitment and affect the work of existing staff motivation; the other hand, competent candidates and more of these positions have been unofficially crowned, salary, status, very secure, not easily "jump ship", even with the intention of changing units also more inclined to black-box operation, unwilling to let the leadership in the movement of undecided before, colleagues who know that they posted material and to participate in recruitment of candidates will be unlikely, the executive search firm in corporate and personal needs than among good balance.
3. On-site job fairs
On-site recruitment is the company is commonly used as a recruitment channel for the recruitment meeting, the employing enterprise and the candidates can directly contact and exchanges
Save the company and the candidate's time, can also provide many jobs for valuable information. With the talent exchange market becomes more perfect,
Fair shows the trend of the professional direction, such as a senior human resources symposium and two-way choice of fresh students, information exchange and technical personnel and so on. Fair as candidates focus on talent wide range of fields, a larger choice of enterprises, through participation in fairs, corporate recruiters can not only learn about the quality of human resources and direction can also learn about other businesses with the industry's manpower and personnel policy demand. However, through this channel more suitable for the majority of candidates in the primary position the company, usually less senior personnel to participate in such job fairs, so the quantity and quality of recruitment may be subject to greater restrictions.
1. Within the recommended
Is within the recommended time of new employees hired for one of the channels, in real life are also common. This is a more effective channel, mainly in new employees join the company turnover is low, higher job satisfaction, better job performance. Most of these candidates is in-house staff familiar with relatives or friends, so he (she) had on the company's internal information and job requirements are more clear and precise understanding on the other hand, in-house staff is more familiar with the nominee will be asked to consider under the posts he (she) whether they have the appropriate conditions; combined into the company after company could more quickly integrate into the network of relationships, get more help and guidance, which may work in a short time better performance. But our channel, also should be noted that some of the negative effect: some internal staff as friends, family members may Chuncui job opportunities to Er for a comment on the applicant is not considered qualified, even worse is that some employees Huo Zhong Ze Gaocenglingdao for cultivation Geren forces in the company, important positions in the company arrange for their own cronies, the formation of several small groups, this will affect the company's organizational structure and operation of the normal.
2. Media Advertising
In a newspaper published in magazines or television, broadcasting recruitment information wide audience, the general candidates will receive more information, but can also promote corporate image. Staff through this channel candidates are widely distributed, but very few senior personnel use this job way, so grass-roots recruitment companies and technology more applicable when staff positions. A disadvantage of the channels at the same time on the candidates is more difficult to distinguish the authenticity of the information, human resources in this area takes a lot of manpower and material resources.
3. Recruitment
Recruitment through the last two years new recruitment, currently there are two types: the talent exchange company or intermediary to complete online recruitment, online recruitment company directly. Online recruitment channels in the practical application performance out of three characteristics: First lower cost, according to professionals, will the cost of a recruitment Ke Yi Zuo two months on-line recruitment; second barrier layer of the network itself is through the network candidates are generally used in computer, network, or even both in English with a certain level; Third, online job ads from time and space, the audience stronger prescription, candidates can also be released overseas. It is also worth mentioning that this channel for the recruitment industry talent it has a good effect, and it is also frequently used by persons closely related to the characteristics of the network.
4. "Entered" the way
"Entered" means - job candidates directly to home. The channel is still less in practice. But with the market, this channel will gradually become one of the company's recruitment, as "entered" the candidates generally have a deeper understanding of the company and the system is prepared for the position, the entry of such personnel after work will have better performance.
Therefore, recruitment of new staff in the best not be limited to a single channel, Er Ying consider all channels of the characteristics of flexibility in the use, from different channels of candidates Zhe Zhao Mu adapt to the company's various Gang Wei, in the recruitment process in accordance with needs You The emphasis will be better with the recruitment effect.