3 thoughts on “What are the recruitment channels in the pharmaceutical industry?”
Gina
Reproduced the following information for reference
MST recruitment on the spot In live recruitment is a kind of venue provided by enterprises and talents through third parties, a direct face -to -face dialogue, and completing the recruitment interview on the spot Way. On -site recruitment generally includes two ways: job fair and talent market. The recruitment fairs are generally initiated and organized by various governments and talent introduction agencies, which are more formal. At the same time, most of the recruitment fairs have specific themes, such as "fresh graduates special session", "graduate education talent special session" or "IT" or "IT" Through this graduation time, education level, knowledge structure, etc., companies can easily choose suitable special setting recruitment booths for recruitment. For this kind of job fair, the organization will generally review the qualifications of the candidates in the conference. This preliminary screening saves a lot of time for enterprises to facilitate enterprises to conduct more in -depth assessments to responders. However, the subdivision of the target group facilitates the enterprise while also bringing certain limitations. If the company needs to recruit several talents at the same time, then it is necessary to participate in several different job fairs. On the other hand Recruitment cost. The talent market is similar to the job fair, but the job fair is generally short -term concentrated, and the place where the hosting is temporarily selected or large squares, while the talent market is a long -term decentralized, and the location is relatively fixed. Therefore, for some positions that need to be recruited for a long time, companies can choose recruitment channels such as the talent market. The method of recruitment on the spot can not only save the time cost of the company's initial screening resume, but also the effectiveness of the resume at the same time, and compared with other methods, it requires less costs. However, there are also certain limitations on site recruitment. First of all, regional, on -site recruitment can generally only attract candidates in the city and surrounding areas. Secondly, this method will also be affected by the publicity and organizational form of the organization. The network recruitment The network recruitment generally includes companies publishing recruitment information online and even resume screening, written tests, and interviews. Enterprises can usually conduct online recruitment through two ways. One is to publish recruitment information on the company's own website and build a recruitment system. Release recruitment information and use the existing systems of professional websites for recruitment activities. The network recruitment does not have geographical restrictions, the number of people is large, covered with wide coverage, and has a long time limit. It can obtain a lot of candidates' information in a short period of time. Therefore, online recruitment has high requirements for resume screening. Campus recruitment Campus recruitment is a kind of recruitment channel used by many enterprises. Enterprises go to school to post posters and give lectures to attract students who are about to graduate. It is recommended that for some special positions, it can also be directly hired by the enterprise after being commissioned by the school. The students recruited through campus are more plastic and motivated. However, these students have no actual work experience and need to conduct certain training to really start work. Many students are unclear because they have just entered the society to position themselves, and the liquidity of work may be greater. The traditional media advertisement Pupering on the vectors such as newspapers and magazines, television, and radio stations, played a wide range of recruitment information, fast results, simple processes, generally received more application information, and at the same time for enterprises It plays a certain role in propaganda. Those who apply through this channel are widely distributed, but senior talents rarely adopt this job search method, so it is more applicable to recruit employees in the grassroots and technical positions in the company. At the same time, the effect of this channel will also be affected by the influence, coverage, and timeliness of the advertising carrier. The talent introduction agency The on the one hand for enterprises to find talents, and on the other hand, it also helps talents to find the right employer. Generally include professional introduction agencies for middle and low -end talents and headhunters for high -end talents. Enterprises are most convenient to recruit in this way, because enterprises only need to submit recruitment needs to talent introduction agencies, and talent introduction agencies will find and evaluate talents based on their own resources and information, and recommend appropriate personnel to enterprises. However, the cost required for this method is relatively high. The headhunter company generally charge 20%-30%of the annual salary of talents as headhunting costs. In internal recruitment C recruitment refers to the company's vacancy to employees and encourage employees to compete for jobs. If China Mobile uses this recruitment method. For large enterprises, conducting internal recruitment can help enhance the liquidity of employees. At the same time, because employees can get promotion or replacement through competition, this is also an effective incentive method. It can improve employees' satisfaction and retain talents Essence Internal recruitment talents generally have a better understanding of the company and business, so they can enter new roles faster, and do not require a large amount of training costs of the company. However, this method also has certain disadvantages. If the enterprise uses too much internal recruitment, the enterprise will lack the addition of new perspectives and new perspectives. Employees have a certain inertia of thinking and lack vitality. For details, internal recruitment channels include job announcements, job technical files, and employee recommendation. Taking employee recommendation as an example, many companies in my country have adopted the method recommended by old employees to recruit new employees, which are relatively targeted and reliable. However, if you should pay attention to too much employees in a certain area, it is likely to produce some small interest groups. In order to encourage employees to recommend, companies can introduce some reward measures. For example, in early 2010, due to the surge in corporate orders after the financial crisis and insufficient migrant workers, Foxconn in Shenzhen launched a method for rewarding employees to recommend fellow villagers, including reimbursement of 200 yuan and bonuses in Shenzhen. [1] The employee recommendation The company can recommend their relatives and friends to apply for the company's position through employees. The biggest advantage of this recruitment method is that the information controlled by both the company and the candidate is more symmetrical. The introducer will introduce the actual situation of the candidates to the enterprise, saving the enterprise's investigation of the authenticity of the candidate. At the same time, the candidate can also understand the internal situation of the enterprise through the introducer to make a rational choice. At present, many companies have adopted this recruitment method. For example, Gaoling Jie encourages employees to recommend and set up some incentive methods. If the candidate is admitted, the introducer will get a certain bonus. However, when adopting this channel, you should also pay attention to some negative impacts: In order to cultivate individuals in the company's important positions in the company, some company employees or middle and senior leaders arrange their own relatives in important positions in the company to form small groups. Architecture and operation.
Reproduced the following information for reference
MST recruitment on the spot
In live recruitment is a kind of venue provided by enterprises and talents through third parties, a direct face -to -face dialogue, and completing the recruitment interview on the spot Way. On -site recruitment generally includes two ways: job fair and talent market.
The recruitment fairs are generally initiated and organized by various governments and talent introduction agencies, which are more formal. At the same time, most of the recruitment fairs have specific themes, such as "fresh graduates special session", "graduate education talent special session" or "IT" or "IT" Through this graduation time, education level, knowledge structure, etc., companies can easily choose suitable special setting recruitment booths for recruitment. For this kind of job fair, the organization will generally review the qualifications of the candidates in the conference. This preliminary screening saves a lot of time for enterprises to facilitate enterprises to conduct more in -depth assessments to responders. However, the subdivision of the target group facilitates the enterprise while also bringing certain limitations. If the company needs to recruit several talents at the same time, then it is necessary to participate in several different job fairs. On the other hand Recruitment cost.
The talent market is similar to the job fair, but the job fair is generally short -term concentrated, and the place where the hosting is temporarily selected or large squares, while the talent market is a long -term decentralized, and the location is relatively fixed. Therefore, for some positions that need to be recruited for a long time, companies can choose recruitment channels such as the talent market.
The method of recruitment on the spot can not only save the time cost of the company's initial screening resume, but also the effectiveness of the resume at the same time, and compared with other methods, it requires less costs. However, there are also certain limitations on site recruitment. First of all, regional, on -site recruitment can generally only attract candidates in the city and surrounding areas. Secondly, this method will also be affected by the publicity and organizational form of the organization.
The network recruitment
The network recruitment generally includes companies publishing recruitment information online and even resume screening, written tests, and interviews. Enterprises can usually conduct online recruitment through two ways. One is to publish recruitment information on the company's own website and build a recruitment system. Release recruitment information and use the existing systems of professional websites for recruitment activities.
The network recruitment does not have geographical restrictions, the number of people is large, covered with wide coverage, and has a long time limit. It can obtain a lot of candidates' information in a short period of time. Therefore, online recruitment has high requirements for resume screening.
Campus recruitment
Campus recruitment is a kind of recruitment channel used by many enterprises. Enterprises go to school to post posters and give lectures to attract students who are about to graduate. It is recommended that for some special positions, it can also be directly hired by the enterprise after being commissioned by the school.
The students recruited through campus are more plastic and motivated. However, these students have no actual work experience and need to conduct certain training to really start work. Many students are unclear because they have just entered the society to position themselves, and the liquidity of work may be greater.
The traditional media advertisement
Pupering on the vectors such as newspapers and magazines, television, and radio stations, played a wide range of recruitment information, fast results, simple processes, generally received more application information, and at the same time for enterprises It plays a certain role in propaganda. Those who apply through this channel are widely distributed, but senior talents rarely adopt this job search method, so it is more applicable to recruit employees in the grassroots and technical positions in the company. At the same time, the effect of this channel will also be affected by the influence, coverage, and timeliness of the advertising carrier.
The talent introduction agency
The on the one hand for enterprises to find talents, and on the other hand, it also helps talents to find the right employer. Generally include professional introduction agencies for middle and low -end talents and headhunters for high -end talents. Enterprises are most convenient to recruit in this way, because enterprises only need to submit recruitment needs to talent introduction agencies, and talent introduction agencies will find and evaluate talents based on their own resources and information, and recommend appropriate personnel to enterprises. However, the cost required for this method is relatively high. The headhunter company generally charge 20%-30%of the annual salary of talents as headhunting costs.
In internal recruitment
C recruitment refers to the company's vacancy to employees and encourage employees to compete for jobs. If China Mobile uses this recruitment method. For large enterprises, conducting internal recruitment can help enhance the liquidity of employees. At the same time, because employees can get promotion or replacement through competition, this is also an effective incentive method. It can improve employees' satisfaction and retain talents Essence Internal recruitment talents generally have a better understanding of the company and business, so they can enter new roles faster, and do not require a large amount of training costs of the company. However, this method also has certain disadvantages. If the enterprise uses too much internal recruitment, the enterprise will lack the addition of new perspectives and new perspectives. Employees have a certain inertia of thinking and lack vitality. For details, internal recruitment channels include job announcements, job technical files, and employee recommendation. Taking employee recommendation as an example, many companies in my country have adopted the method recommended by old employees to recruit new employees, which are relatively targeted and reliable. However, if you should pay attention to too much employees in a certain area, it is likely to produce some small interest groups. In order to encourage employees to recommend, companies can introduce some reward measures. For example, in early 2010, due to the surge in corporate orders after the financial crisis and insufficient migrant workers, Foxconn in Shenzhen launched a method for rewarding employees to recommend fellow villagers, including reimbursement of 200 yuan and bonuses in Shenzhen. [1]
The employee recommendation
The company can recommend their relatives and friends to apply for the company's position through employees. The biggest advantage of this recruitment method is that the information controlled by both the company and the candidate is more symmetrical. The introducer will introduce the actual situation of the candidates to the enterprise, saving the enterprise's investigation of the authenticity of the candidate. At the same time, the candidate can also understand the internal situation of the enterprise through the introducer to make a rational choice. At present, many companies have adopted this recruitment method. For example, Gaoling Jie encourages employees to recommend and set up some incentive methods. If the candidate is admitted, the introducer will get a certain bonus. However, when adopting this channel, you should also pay attention to some negative impacts: In order to cultivate individuals in the company's important positions in the company, some company employees or middle and senior leaders arrange their own relatives in important positions in the company to form small groups. Architecture and operation.
Dingxiang Garden, Pharmaceutical Network, Zhilian Recruitment
Campus recruitment, online recruitment, job fair, can also be recommended by internal personnel