channels of employee recruitment 1. external recruitment channels are: talent exchange center, recruitment fair, traditional media advertising, online recruitment, campus recruitment, talent hunting and employee recommendation. (1) Talent exchange centers and job fairs Many cities in China have specialized talent exchange service institutions, which provide services for enterprises and institutions all the year round. They generally have a talent database, and employers can easily query the talent data with basically the same conditions in the database. Selecting personnel through the talent exchange center has the advantages of strong pertinence and low cost. Talent exchange centers or other talent exchange service institutions hold many job fairs every year, and recruiters and applicants of employers can directly contact and communicate. The biggest feature of the job fair is that the applicants are concentrated, the choice of employers is large, the cost is reasonable, and it can also play a good role in corporate publicity. (2) Media advertisements advertise through newspapers, magazines, radio and television and other media to convey recruitment information to the public, with wide coverage and high speed. Comparatively speaking, it is expensive to publish job advertisements in newspapers and TV, but it is easy to prominently reflect the organizational image; Many radio stations have talent exchange programs, and the cost of broadcasting job advertisements is less, but the effect is also worse than that of newspapers and TV advertisements. The recruitment advertisement should include the following contents: 1) Basic information of the organization. 2) Position, quantity and basic conditions of recruitment. 3) The scope of recruitment. 4) Salary and treatment. 5) Time, place, method and required materials of registration. The advantages of media advertising recruitment are: wide range of information dissemination, high speed, large number of applicants, rich levels, large choice of organizations, and organizations can recruit high-quality employees. The disadvantages of media advertising recruitment are: long recruitment time; Advertising costs are high; It takes more time to screen. (3) Online recruitment Online recruitment is a new recruitment method. It has the advantages of low cost, wide coverage, long time period and quick and convenient contact. Employers can post recruitment advertisements on their own websites, or on some websites, or publish information on some special recruitment websites. Network recruitment is widely used because of its wide range of information dissemination, high speed, low cost, large choice between supply and demand, and no limitation of time and space. Of course, it also has some shortcomings, such as easy to confuse the genuine with the genuine, complicated screening procedures, and difficult recruitment of senior talents. (D) The campus recruitment school is a place where talents are highly concentrated and an important source for organizations to obtain human resources. For the recruitment of college graduates, you can choose to do it directly on campus. Including graduate job fairs held in schools, job postings, job seminars and recommendations from graduate distribution offices. The advantages of school recruitment are: 1) organizations can recruit a large number of high-quality talents on campus; 2) Although college graduates lack experience, they have great development potential; 3) Because college students are more active, they can bring some new management concepts and new technologies to the organization, which is beneficial to the long-term development of the organization. However, there are obvious shortcomings in school recruitment: 1) School graduates generally lack practical experience, and organizations need to train them for a long time; 2) Newly-recruited college graduates can't meet the immediate employment needs of the organization, and they have to go through a long period of mutual adaptation; 3) Recruitment takes a lot of time and costs are relatively high; 4) The on-duty rate of employees recruited in universities is low, and after a period of time, the turnover rate is high. (V) Talent Hunting It is generally believed that the "headhunting" company is a professional intermediary agency that "hunts" senior talents and cutting-edge talents for employers. (VI) Employee recommendation is an important form of organizing recruitment by recommending candidates by enterprise employees. Second, internal recruitment Internal recruitment is to publish the recruitment information to the internal employees of the company, and the employees can come to apply for the job themselves. Third, internal recruitment or external recruitment There are many advantages in selecting internal sources: 1) The selection time is relatively abundant, and you can fully understand it, and you can make use of its strengths and avoid its shortcomings. 2) They are familiar with the organizational situation, the process of understanding and adapting to the work will be greatly shortened, and they can quickly enter the role after taking office. 3) internal promotion brings hope to everyone, which is conducive to boosting morale, improving work enthusiasm, mobilizing the enthusiasm of employees and inspiring their self-motivation. Endogenous selection also has its shortcomings. The performance is as follows: 1) It is easy to cause "inbreeding". Old employees have an old mindset, which is not conducive to innovation, and innovation is the driving force for organizational development. 2) It is easy to form a complicated network of relationships within the organization, cronyism and cronyism, which brings difficulties to fair, reasonable and scientific management. 3) The range of internal candidates is narrow. Compared with internal recruitment, external recruitment has many advantages: 1) Wide sources and large choice space. Especially in the period of organization start-up and rapid development, it is more necessary to recruit a large number of employees from outside. 2) It can avoid "inbreeding" and bring fresh air and vitality to the organization, which is conducive to organizational innovation and management innovation. In addition, because they have recently joined the organization, they have no personal grudges with others in history, so they can rarely care about the complicated human network in their work. 3) Applicants can be required to have certain academic qualifications and work experience, thus saving time and expenses in training. The disadvantages of external recruitment are: 1) it is difficult to accurately judge their actual working ability. 2) It is easy to cause a blow to internal employees. 3) the cost is high. Four: headhunting recruitment, the effect of choosing headhunting recruitment is far better than that of ordinary online recruitment and newspaper recruitment; Headhunting recruitment is more targeted, and the selected candidates are more suitable for the needs of enterprises. At present, the domestic headhunting companies are chinahr headhunting company, elite headhunting company, Fiberhome headhunting company and so on. Recruitment tests

The test in recruitment is an indispensable and important link in the process of employee recruitment. Recruitment tests is generally divided into interview, knowledge test, psychological test, operation technology assessment and qualification certificate audit.

1. Interview

Interview is the most commonly used test method in recruitment activities. According to the form and purpose of interview, interview can be divided into many types, such as structured interview, unstructured interview, general interview and professional skill interview.

Interview has many advantages, such as strong adaptability, two-way communication and multi-channel access to candidates' information.

The biggest disadvantage of the interview is that it is not easy to quantify, and there may be various prejudices.

In order to make the interview play a greater role, it is suggested to pay attention to the following aspects when recruiting:

A. Don't interview many candidates by one interview team at a time.

b, it is best to adopt a structured interview, specifying the interview time, questions and scoring standards.

c, use conversation skills in the interview, pay attention to the selection of interview links, and pay attention to the atmosphere of the interview.

D. It is best for the examiners to be professionally trained, and their attitude should be neutral during the interview, and they should not give the candidates intentional or unintentional hints.

e, we should adopt a unified interview form, record the candidates' performance in time, and try our best to listen to both spoken language and silent morphological language.

2. Knowledge test

Knowledge test mainly refers to a way to understand the knowledge breadth, depth and structure of candidates through paper and pencil test.

There are many kinds of knowledge tests, but they can be summarized as follows:

Encyclopedia knowledge test, also known as comprehensive test or breadth test. The purpose of the exam is mainly to understand the width of the candidate's knowledge.

Professional knowledge examination, also known as in-depth examination, has a direct relationship with the position to be applied for. For example, the professional knowledge examination for chemical engineers can include general chemistry, organic chemistry, inorganic chemistry, analytical chemistry and physical chemistry. The purpose of the examination is to understand the degree and application level of chemical knowledge of candidates.

The related knowledge test, also known as the structural test, mainly aims at understanding the candidate's mastery of the relevant knowledge of the applied position.

The following questions should be paid attention to when applying the examination method in recruitment:

To improve the reliability and validity of the examination paper, please ask an expert with experience in writing the questions.

exam questions should pay full attention to the practical application ability of knowledge.

Arrange the examination room and provide necessary training for invigilators and marking staff.

Recruiters who often use knowledge tests should gradually establish their own question bank.

The above is only for reference. You can also simplify the procedures. I hope you can recruit the talents you are satisfied with as soon as possible!