The importance of recruitment in the development of enterprises is increasingly apparent, because efficient and scientific recruitment is not only conducive to improving the competitiveness of enterprises, but also conducive to the realization of the strategic objectives of enterprises.

However, it is an undeniable fact that in today's recruitment practice, there are always some problems and some neglected Recruitment "corner".

How to solve these problems and eliminate these "corner" has become a key and difficult point in recruiting actual combat work at present.

This article tries to explore the efficiency, standardization and orderliness of the recruitment process from the perspective of the current recruitment "corner".

Mr. Li, a human resource manager of the company, has been puzzled recently. Every time he comes out of the talent market, Mr. Li has a sense of frustration. On the one hand, the director of export department is anxious to have a "foreign trade manager". On the other hand, Mr. Li returns to the job market every time he loses his job.

This embarrassing predicament is probably not unfamiliar to many human resources practitioners, because in the recruitment practice of enterprises, the frequency of such cases is too high. On the one hand, it seriously affects the recruitment efficiency and recruitment quality of enterprises, on the other hand, it also increases the implicit cost and explicit cost of enterprise recruitment.

So how can enterprises solve this problem? From the source point of view, the key to the solution of the problem lies in the selection of recruitment channels.

This is just like the medical theory of "the right medicine", the so-called "symptomatic" can be used to prescribe drugs. In the process of layout recruitment, enterprises need to first think about what kind of person I want, and the second is how to find such a person.

How to find such a person? This requires the characteristics of recruitment channels.

Combination of characteristics.

First, we should clearly understand the characteristics of recruitment, not only to understand what kind of people I need, but also to know the positions, positions, categories, recruitment urgency, salary range, market supply and demand, and frequent activity areas of these people. Second

Advantages and disadvantages, such as what are the advantages and disadvantages of online recruitment?

What are the advantages and disadvantages of recruitment? What are the advantages and disadvantages of recruitment? What are the advantages and disadvantages of employee recommendation? Only by identifying the advantages and disadvantages of various recruitment channels can we make scientific choices. Third, we must do a good job in combining work.

Take the case of "foreign trade manager" as an example.

Mainly, the position of "foreign trade manager" is an important position in the company. Recruiting urgent and suitable candidates in the market is in short supply. This is the key characteristic of the position. According to these characteristics, we can lock recruitment channels into headhunting recruitment.

Because headhunting recruitment has the characteristics of high efficiency and guaranteed quality of personnel.

Similarly, it is specific to other positions. The key is to grasp the relationship between "knowing symptoms" and "taking drugs", and strive to achieve the goal of "post" characteristics and "channel" characteristics.