新员工招募源的效能比较分析（Comparative analysis of recruiting efficiency of new employees）.doc

新员工招募源的效能比较分析（Comparative analysis of recruiting efficiency of new employees） In the companys human resources management, personnel recruitment is an important part of it. It is an important job for the human resources department to recruit suitable employees for different posts in the enterprise. 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%). Employees of different recruitment 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 recruitment sources. What is the reason for this difference and how does the human resource department of the company use the difference? I. quantitative study of the effectiveness of different recruitment sources In reviewing the research situation in the field, first of all, two concepts must be defined: the effectiveness of recruitment sources and recruitment sources. Based on previous research literature, these 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