Research On Problems And Countermeasures Of Employee Recruitment In Y Company

In recent years,with the rapid development of the national economy,the number of small and medium-sized enterprises in all walks of life has grown rapidly,which has become a key force in promoting economic development.However,considering the characteristics of their own strength and capabilities,small and medium-sized enterprises often face greater challenges in the process of growth.Apart from the shortage of capital,the lack of talents is the key problem that small and medium-sized enterprises need to solve.Based on the perspective of contemporary human resource management theory,the quality of human resource recruitment in many small and medium-sized enterprises can no longer meet their own development needs,and there is a lack of scientific and reasonable institutional norms in the process of employee recruitment,which will have a series of negative effects on the following work such as talent training.In order to improve the current situation of difficult recruitment of small and medium-sized enterprises,this paper selects Y company as a sample,conducts research on the problems existing in its employee recruitment work,and designs solutions for the problems discovered.Company Y is a small and medium-sized enterprise engaged in the hot-dip galvanizing industry.In the context of the rapid development of the industry in recent years,the original human resource management model has been unable to meet the needs of enterprise development.The rapid expansion of the company’s scale and the strategic development plan need to absorb a considerable number of employees in management positions and professional and technical positions with excellent professional qualities.However,the current HR recruitment system of Company Y has many deficiencies,such as low work efficiency and poor feedback in the recruitment process.At the beginning,this paper describes the background and meaning of the study,outlines the concept and process of recruitment,competency theory,and personnel-job matching theory,provides corresponding theoretical support for the research of the paper,and determines the content and method of this research.Secondly,it explains the development history,main business,human resources status and employee recruitment of Y company.Interviews and questionnaires were conducted on the recruitment of Company Y again.Based on the summary of the survey data,it was analyzed that the factors that led to the low effectiveness of the recruitment work and the lack of recruitment effect of Company Y were as follows:insufficient human resources planning,single recruitment information release channels,and insufficient recruitment information.Insufficient analysis of candidates’ personality and traits,lack of evaluation in the recruitment process,etc,the main reasons for the problem are that the recruiters did not fully analyze the actual demands of the company,and the management of the company did not pay attention to the recruitment work.Finally,in view of the existing problems and their causes,the countermeasures to solve the recruitment problems of Y company are put forward,including strengthening strategic human resource planning,expanding offline recruitment channels,adding personality evaluation links,and formulating recruitment results evaluation system and other improvement plans.From the four aspects of establishing a recruitment process management system,optimizing the recruitment performance appraisal system,increasing the number of recruiting team personnel,and carrying out online training during the epidemic period,it provides guarantee for the effective implementation of Company Y’s solutions.This paper hopes to improve the effectiveness of Y company’s recruitment work and help the company’s recruitment work through the overall research on the employee recruitment problem of Y company.Meanwhile,the company hopes through this research,it may serve as a reference for the improvement of other small and medium-sized enterprises’ recruitment problems.and the role of reference.