A Comparison Between Traditional Recruitment And Social Networking Recruitment Of Xi’an Zhisheng Electrical&Mechanical Co.,Ltd

While the market economy is going deeper and deeper, companies have to remain reliable and advanced in regard to talent, technology, resources and strategies so as to survive and further develop in the fairly competitive environment. Talent recruitment is one of the important approaches of acquiring human resources, and the quality of talents is critical to a company’s long-term survival and sustainable development. On the premise of enterprise strategic planning, the choice of recruitment channels determines the effectiveness of person-organization fit (P-O Fit). Therefore, it’s significant for a company to choose reasonable recruitment channels and construct recruitment model that fits its own situations.In the age of Internet and social media, company recruitment models and recruitment channels are also changing and transforming. Even though traditional recruitment channels still remain as the major medium to carry out recruitment activities today, social networking recruitment based on SNS with its uniqueness and effectiveness has begun to challenge the long-term monopoly of traditional recruitment. These two types of recruitment are different at its operation mechanism, range of application and effect. Effectively combining traditional recruitment and social networking recruitment will, to some extent, reduce the time and cost of recruitment and improve the quality of recruitment so as to meet the need of strategic development of talents and further meet the strategic requirements of P-O Fit.The research object of this thesis is Xi’an Zhisheng Electrical&Mechanical Co., Ltd, a small and medium-sized private enterprise with oil field digitization, cable project construction, network and communication technology support as its main business, supplemented with equipment and device sales. Following the logic of "comparative research" method and based on the company’s applications of recruitment channels and recruitment data during the past four years, the thesis found three phases generated from the company’s recruitment demand and factors that influenced the choices of recruitment channels. In addition, the thesis classified the company’s job postings, elaborated on the characteristics of different job demands, and described the current choices of recruitment channels for different job postings. Based on that, the thesis evaluated the effects of traditional recruitment channels and social networking recruitment channels from the aspects of time, cost, quantity and quality, and found the advantages and disadvantages of different channels and their ranges of application. Finally, under the backdrop of company development strategy, the thesis analyzed the effect of different recruitment channels for different jobs according to the phases when the recruitment demand was generated, and found the rules of choosing recruitment channels. Hence, the thesis proposed a new recruitment model—"multiple-point line" solution to help Zhisheng improve the effectiveness of recruitment and realize the human resource management objective of P-O Fit.Furthermore, the recruitment channels studied in this thesis were mainstream channels applicable to small and medium-sized private enterprises. The research results are of certain referential value for companies in their growth stage when they face the problem as how to choose recruitment channels and construct recruitment models that fit their own situations.