Looking At The Development Trend Of Recruitment Channels From Micro Recruitment

　 1.SNS and Micro recruitment

SNS, the full name Social Networking Services, namely social network service or website platform. In 1967, the six degree division theory, founded by Stanley Milgram, a professor of psychology at Harvard University, pointed out: "there is no more than six people between you and any stranger, that is to say, you can know any stranger by six people at most." That is to say, according to this theory, a social network service platform, SNS platform, has been established. Most Internet companies in China are modeled on the United States for micro innovation. At present, SNS, which focuses on personal life, entertainment and information sharing in China, mainly includes Renren, micro-blog (Sina, Tencent, Sohu, etc.), Kaixin net, watercress and so on, while the micro recruitment media is micro-blog.

In addition to having the advantages of fast recruitment, high efficiency, low cost, wide coverage and large capacity, SNS recruitment has unique advantages.

1.1, promote real name network and tap potential contacts.

Take Facebook as an example, although the US does not use real name system, the mechanism of SNS website determines that your initial contacts on SNS website are mostly friends, classmates or colleagues who have already known in reality, which ensures the authenticity of communication. And the social network divides people into many small circles, and the people in these small circles are highly homomorphic. For example, the recruitment of professionals can be @ related professional groups, mining potential target groups.

1.2 the communication between the two sides is more frequent.

Whether it is micro-blog or other social networking sites, it has unique information dynamic exchange and interaction mechanism. It provides a more convenient, timely and frequent multi-dimensional communication channel for enterprises and job seekers. SNS can verify the knowledge, experience, skills, character and job intention of the recruits by linking people and events. Job seekers and enterprise HR and corporate staff can connect to each other through these attributes and form connections. This enables the HR to screen the real target candidates more efficiently, and the job seekers can understand the enterprises more objectively and realistically. At the same time, SNS can automatically match the recruitment information and job seekers by means of screening, filtering and machine pushing technology, so that personnel and recruitment units can interact quickly, and solve the drawbacks of one-way communication between enterprises HR and job seekers in ordinary network recruitment and inefficient.

1.3 dissemination of corporate culture and image of employers.

Nowadays, enhancing employer brand has become the focus of attention of HR managers. The quick message and reply function of SNS website enables enterprises to understand their impressions of job seekers at all times, and to grasp the reputation change of enterprises as employers. Enterprises can also answer job seekers' questions by answering functions, and explain bad reviews. In addition, feedback messages from job seekers and employees can understand job seekers' needs, provide job seekers' selection methods and job benefits, and further enhance employer image and employer brand's most far-reaching recruitment strategy.

1.4 time saving, labor saving and zero cost.

Another important reason why micro-blog recruitment is favored by enterprises is "zero cost", that is, the whole process operation is more time-saving and labor-saving than traditional recruitment channels. Especially for some small and medium-sized enterprises, the scale of operation is small, and the number of recruiters is not large, which can effectively save expenses. The official micro-blog of many enterprises has become an important source of job seekers' access to employment information, which is more direct and effective than traditional channels. For example, media marketing, e-commerce, fashion industry and other industries, front-line employees are 80, 90 after the main body, the use of new media is very high.

1.5 it is true that the shortcomings of SNS or micro recruitment are obvious.

First, most of the recruitment information released by SNS is difficult to distinguish between genuine and fake. At present, we do not have any laws and regulations concerning this. In case of issuing false information, it is still inconclusive to assume responsibility for the damage of the applicant's interests. Secondly, the effect of SNS recruitment is relatively obvious for large enterprises, and small businesses are basically useless. For example, recruiters generally like to pay attention to micro-blog of well-known enterprises, so the recruitment effect of small businesses micro-blog will not be ideal. Moreover, the popularity of micro-blog is directly proportional to the number of fans, which is unfavorable to small businesses. Once again, the rate of SNS recruitment is relatively low. According to the survey of Zhaopin talent network and fortune magazine, only 22% of respondents said micro-blog's recruitment results were effective, and 74% of respondents said the results were general. Relatively speaking, the recruitment information of traditional channels is more detailed and accurate. Therefore, job seekers will think that the information is more authoritative and serious.

　　 2. influence Enterprise recruitment Reasons for channel selection

Micro-blog recruitment, as a new recruitment channel, is developing in full swing. Regardless of any channel, the ultimate goal is to recruit suitable talents for the enterprise. In the process of recruitment, there are many factors that affect the selection of recruitment channels. Enterprises should consider the following factors according to their actual situation before choosing the channels for recruiting talents.

2.1 business strategy of an enterprise.

When the enterprise is in the development stage, according to the future development strategy and business expansion requirements, a large number of talents are needed. At this time, the internal recruitment can not meet the demand, and the external recruitment method should be adopted to obtain talents. If an enterprise adopts a maintenance strategy, when a vacancy occurs, recruitment from outside may increase the labor cost of the enterprise, and there are more suitable candidates inside the company, so internal recruitment can be adopted at this time.

2.2 existing human resources.

When the vacancy position is more important, there is no suitable person in the existing staff, who can first cultivate the object, or have the object of training, but the cost of training objects is higher. External recruitment can be used. If there are training objects in existing personnel and the cost of training objects is not high, internal recruitment can be used to fill vacancies.

2.3 The purpose of recruitment.

When recruiting, the purpose of recruitment is not only to find the right person to fill the vacancy, but more importantly, from the consideration of management, by recruiting new blood, bringing new ideas and new ideas, stimulating the vitality of the existing staff, bringing new competition to the old staff, so as to improve the enthusiasm of employees and change the management concept and way of operation, we can employ external recruitment.

2.4 The employing style of an enterprise.

The employment style of enterprises plays a decisive role in the selection of recruitment channels. Some enterprises like to introduce talents from outside, while others are interested in internal recruitment.

2.5 the external environment of enterprises.

It includes the establishment and perfection of the talent market, the level of remuneration in the industry, employment policies and safeguards, the supply of regional talents, and the credit situation of talents. These factors determine whether an enterprise can recruit the right person from outside. If the enterprise's talent market is well-developed, policies and regulations are sound, sufficient talents are provided, and talent credit is good, external recruitment can get the ideal candidate and is convenient and quick. If the external environment is contrary to the above, internal selection and training can save costs and avoid external recruitment risks.

　　 Three Recruitment channels Development trend

3.1 network recruitment has become the backbone.

With the development of information technology, the role of network in recruitment has become more and more important, and many subdivision channels have been derived. For example, the SNS website mentioned above, industries, professional websites and forums, etc., will visit the web pages and forums that the industry elites often visit, identify outstanding talents from their published articles, messages and discussions, and establish industry contacts. According to Fortune magazine, 88% of the world's top 500 companies employ online recruiters. The Internet is increasingly favored by HR for its wide geographical coverage, fast and fast information dissemination and low cost investment.

3.2, combine with company culture and brand strategy.

Corporate culture is the core of enterprise competitiveness, and corporate brand is the external manifestation of corporate culture. With the increasingly fierce market competition, more enterprises will promote corporate culture to a strategic height. Through the publicity of photo channels, not only to achieve the purpose of recruiting talents, but also carrying the long-term goal of building employer brand. Market research shows that 74% of organizations believe that corporate reputation is the key to successful recruitment. For example, the micro recruitment mentioned above, the establishment of corporate public home pages and micro-blog can further enhance the visibility of employer brand and enterprise in the talent market, so as to promote corporate culture and enhance the effectiveness of employer brand. Of course, in recent years, there are many channels for recruiting brand strategy, such as electronic display station, mobile TV terminal, TV media job search PK, such as "absolute challenge" and "job entry". There is also the establishment of an enterprise university that combines training with recruitment.

3.3 the market for labor dispatch and agency recruitment is maturing.

Labor dispatch refers to the labor dispatch agreement signed between the labor dispatch unit and the receiving unit. The labor dispatch unit recruits the employee and dispatched the worker to the receiving unit. Labor dispatch is the separation of employment and use. At present, China's labor dispatch is increasingly showing three characteristics: first, the service level of labor dispatching is increasing. From seasonal, temporary, assault, auxiliary, low level to long-term, professional, high level development. The two is the gradual expansion of the scope of employing units. From foreign embassies and consulates, permanent representative offices of foreign enterprises and foreign-invested enterprises to local government organs, enterprises and institutions, from non-state-owned enterprises to state-owned enterprises, from profit making institutions to non-profit organizations. The three is the increasing number of dispatched personnel. From the rural labor force, external employment, suspended wages, retirees and so on to expand the senior professional and technical personnel and senior management.

Agency recruitment is actually a recruitment method entrusted to intermediaries to identify talents. A more familiar headhunting recruitment is one of agency recruitment. Agent recruitment is more suitable for middle-level talents, especially those of technical talents. Generally speaking, middle-level talents are more interested in changing jobs than senior talents, but they often do not have much time to pay attention to recruitment information. Therefore, the recruitment effect of headhunting companies is obvious. Although the agent recruitment needs to pay a relatively high commission, but because the recommended candidates are generally screened and evaluated by the Talent Company, some are even hunted according to the requirements of the enterprises. The successful rate of recruitment is relatively high, and the target of recruitment can be achieved as soon as possible after the appointment. Therefore, this service will still become the trend of the recruitment of enterprises.

3.4 diversification and customization.

Recruitment channels have gone beyond the traditional channels, towards diversification and personalization, from a number of jobs in the past to a unique channel or even a series of channels for a job. Recruiters need to accurately grasp the information of the personnel market, analyze the location of the target group, and select recruitment channels or introduce new channels according to the characteristics of the recruitment posts.

Conclusion: new recruitment channels bring new opportunities to employers and job seekers, and have been accepted by more and more enterprises and job seekers. At the same time, the traditional recruitment channels are also constantly learning and improving to meet the new needs of employers and job seekers. In the long run, recruitment channels will develop in a diversified way, and the new recruitment mode approved by enterprises and job seekers will gradually emerge in practice. Employers should not only understand the characteristics of their own needs, but also grasp the market dynamics, so that they can remain invincible in the competition of talents.