The Recruitment Management Of Small And Medium Private Enterprises

As the main body of private enterprises,the role of small and medium-sized private enterprises in China's social and economic development has been increasingly strengthened.With the development of the times,small and medium-sized private enterprises have gradually increased their emphasis on human resources.After entering the "Internet+" era,talent competition has become a key factor in competiti on among enterprises.Excellent talents have become important for the survival and development of enterprises.Resources.Small and medium-sized private enterpris es mainly rely on the recruitment of this way to obtain excellent talents.Recruitm ent is an important task for the management of human resources in small and me dium-sized private enterprises,which has an important impact on the company's stage growth and long-term development.Judging from objective factors,small and medium-sized private enterprises have large gaps in the visibility and scale of development from large-scale enterprises or state-owned enterprises.Coupled with the poor conditions of the enterprises themselves,they cannot bring a high level of se curity and stability to employees.These factors In a certain way,the effect of the recruitment of small and medium-sized private enterprises was affected.Judging from the subjective aspect,small and medium-sized private enterprises lack scientific guidance in employee recruitment,there are problems such as blind recruitment,the impact of traditional boss concepts,and unreasonable recruitment planning.Therefore,how to recruit talents suitable for enterprise development has become an important issue that needs to be solved in the development of small and medium-sized private enterprises.This article comprehensively uses literature research,data analysis method and case analysis method,etc.Based on the theory of recruitment management theory,it analyzes the current situation of the recruitment management of small and medium-sized private enterprises,and believes that the recruitment management of small and medium-sized private enterprises has a traditional concept.Majority,recruitment attitude is not enough to seek truth from facts,internal communication in recru itment is not enough,and personnel planning and job analysis are not scientific.The external factors that led to the emergence of these recruitment management pro blems in small and medium-sized private enterprises are mainly the policy environ ment,labor market,social environment and technological environment.The internal factors that led to the emergence of these recruitment management problems in small and medium-sized private enterprises include irregular management,incomplete systems,too simple assessment methods for talents,poor job requirements analy sis,and limited professional interviewing skills and skills of interviewers.The personal factors that led to the emergence of these recruitment management problems in small and medium-sized private enterprises are not easy to find,lack of effective communication between both parties,non-professionalization of recruiters,and a dverse psychological effects.This paper selects a small labor-intensive private company,Company A,as the research object,studies the status quo of the recruitment management of Company A,finds out the current problems in the recruitment management of Company A,and concludes that the recruitment management of Company A mainly involves human resources planning.Weaknesses in basic preconditions such as job analysis,lack of systematic implementation of recruiting work plans,imperfect recruitment channel management,unprofessional interview process,lack of talent pool reserve mechanism,and poor recruitment continuity are the main reasons for the lagged ma nagement philosophy of the leadership.The training of the interviewers was not standardized,the method of assessment of talents was not perfect,and corporate culture was not well-publicized.