1, talent exchange center

In large and medium-sized cities all over the country, there are generally talent exchange service institutions. These institutions serve enterprises and institutions all the year round. They generally have a talent database, and employers can easily query the information of people who meet the basic conditions in the database. Selecting people through the talent exchange center has the advantages of strong pertinence and low cost, but it is not ideal for popular talents or senior talents such as computers and communications.

2. Job Fair

Talent exchange centers or other talent institutions hold many job fairs every year. At the fair, employers and candidates can communicate directly, saving time for enterprises and candidates. With the improvement of the talent exchange market, the fair shows a trend of professional development. For example, there will be a fair for senior and middle-level talents, a biennial selection meeting for fresh graduates, an information technology talent exchange meeting and so on. Due to the concentration of applicants for job fairs, enterprises have greater choice. However, it is still difficult to recruit senior talents.

By attending the job fair, enterprise recruiters can not only understand the quality and trend of local human resources, but also understand the personnel policies and human needs of other enterprises in the same industry.

3. Traditional media

Advertising in traditional media can reduce the workload of recruitment. After the advertisement is released, you just need to wait for the applicant to come to the door in the company. It costs a lot to publish job advertisements in newspapers and TV, but it is easy to reflect the company image. Now many radio stations have talent exchange programs, and the cost of broadcasting job advertisements will be much less, but the effect is also worse than that of newspaper and TV advertisements.

4. Campus recruitment

The recruitment of fresh graduates and summer temporary workers can be carried out directly on campus. There are three main ways: recruitment posting, recruitment seminar and recommendation by Bi Branch.

5. Online recruitment

Online recruitment is a new recruitment method that has appeared in recent two years. It has the advantages of low cost, wide coverage, long time period and quick and convenient contact. However, at present, many domestic enterprises do not have access to the Internet, and many candidates are unable to access the Internet. Therefore, online recruitment is currently limited to large enterprises, foreign joint ventures, high-paying technology enterprises, talents in the fields of computer and communication, and middle and senior talents.

6. Employee recommendation

Employee recommendation is more effective in recruiting professionals. The advantages of employee recommendation are low recruitment cost, high quality of candidates and high credibility. It is understood that 40% of Microsoft employees in the United States are obtained through employee recommendation. In order to encourage employees to actively recommend, enterprises can set up some bonuses to reward those employees who recommend outstanding talents for the company.

7. Talent search

For senior talents and cutting-edge talents, it is often difficult to obtain them through traditional channels, but such talents are really very important to the company. Hunting through talents may be more effective. Talent headhunters need to pay high recruitment costs and are generally entrusted to professionals in headhunting companies. In principle, the fee is 30% of the annual salary of the hunter.