各种招聘渠道的效能比较分析（Comparative analysis of efficiency of various recruitment channels）.docVIP

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各种招聘渠道的效能比较分析（Comparative analysis of efficiency of various recruitment channels）.doc

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各种招聘渠道的效能比较分析（Comparative analysis of efficiency of various recruitment channels）

各种招聘渠道的效能比较分析（Comparative analysis of efficiency of various recruitment channels） In the management of the company, recruitment is an important part of the excellent companies usually adopt a deceased funeral principle, it can be said that recruitment is the source of enterprise management. In the recruitment process, companies have different channels to choose, the main recommendation occupation intermediary institutions, on-site job fairs, come in (Walkins) advertising and campus recruitment. Through different channels to recruit employees because of their varying characteristics, may work in the future there will be a large difference in performance, researchers found that the average retention rate of different recruitment source: staff recommendation (61.25%), come in (58.4%), occupation (48.4%), advertising agency (44.8%). To recruit employees of different source of job tenure (tenure) for quantitative scoring found: recommend the company employees into has the longest tenure (120.36), next is come in (98.89), occupation (91.5) and advertising agency (88.92). Thus, there are obvious differences in the effectiveness of different sources of recruitment. What are the causes of these differences, and how to use this kind of difference to the companys human resources department? Study on the comparison of different sources, recruitment effectiveness quantitative In between the research review of the field, must first define two concepts: the recruitment and recruitment source source efficiency. Comprehensive previous research literature, the two concepts are defined as follows. The recruiting source (Recruitment sources): mainly refers to the recruitment of new employees is the company personnel sources, including internal promotion, recommendation, come in (walk-ins), occupation, recruitment agencies, and media advertising etc.. The recruiting source performance: mainly refers to the use of some performance related indicators to measure the new employees into the