Research On Recruitment Countermeasures Of The Small And Micro Enterprises

Small and micro enterprises account for over 90% of households nationwide enterprises. They are the main source of employment and the absorption of new jobs. However, due to their small size and the crowding-out effect of large enterprises, small and micro enterprise has weak resistance of risk and faces difficulties to development. In recent years, the slowdown of China’s economic, the adjustment of economic structure, coupled with the downturn of international economic, small and micro enterprises is difficult to upgrade and develop sustainably. The average life of China’s small and micro enterprises only had 2.5 years, and more in the start-up stage. They have uncertain prospects,weak management foundation, and can provide poor remuneration and working conditions. At the same time, the owners of small and micro enterprises do not attach importance to recruitment, their concept of talent drop behind, coupled with rising labor costs, which led to small and micro enterprises recruitment harder. How to improve the recruitment effect, talent attraction and loyalty and the matching between enterprise and talent, has become the key to upgrading of small and micro enterprises. Core and professional talent has become an important foundation for evergreen small and micro enterprises.Based on the matching theory and competency model, under the premise of the literature analysis, the paper analyze recruitment present situation of small and micro enterprises through questionnaires and structured Interview.According to the status analysis and literature research, small and micro enterprises faced six recruitment problems, including wrong recruiting philosophy, unprofessional human resource executives, non-standard recruitment process, lower attraction to talents, lower degree of matching, new employees with low instability. According to above study, in order to improve the effectiveness of recruitment, the small and micro enterprises have to take measures in the following six aspects. First, small and micro enterprises shouldstrengthen human resource management awareness of the owner and the general manager. Second, small and micro enterprises have to enhance the professional skills of human resource executives through training. Third, small and micro enterprises should establish and improve human resource management system and make plans before recruitment. Fourth, small and micro enterprises should also improve themselves and broaden the recruitment channels to increase the attractiveness of talents. Fifth, increase the matching degree between talents and small and micro enterprises by scientific employment standards and assessment of the hidden features. Sixth, small and micro enterprises should enhance the stability of the new employees by a common corporate vision, a set of differentiated incentives and management mechanism for the brain drain.Research on small and micro enterprises recruitment issues is conducive to attract talent, and in favor of the transforming, upgrading and enhancing the competitiveness, which can help small and micro enterprises to achieve sustainable development.