Research On Optimization Of Staff Recruitment In WK Securities Company

With the rapid development of China's economy,market competition has become increasingly intense in recent years.In the intellectual and capital-intensive securities industry,talent competition has become an important part of the competition of securities companies.As an important part of human resources management,employee recruitment is of great significance to the talent reserve and strategic development of securities companies.WK Securities is a fast-growing small and medium-sized brokerage firm,the company's business development model is changing from “single type” to “diversity” at this stage,the development trend of business diversification has raised the demand of company's recruitment work.How to solve the problems in the recruitment of human resources,and recruit suitable talents for enterprises,they are urgent problems to WK Securities Company.This paper takes WK Securities Company as the research object.Firstly,it describes the background and significance of research,the research status at home and abroad,research ideas and methods.Secondly,based on Signaling Theory,Fuzzy Theory and the theory of Competency-position fit,the basic theories applicable to the recruitment of WK securities companies are summarized.Then it expounds the characteristics of human resources in the securities industry and the status of employee recruitment,and analyzes the development trend of recruitment in the securities industry.Then it focused on analyzing the current status of employee recruitment of WK Securities,compare the employee recruitment status of WK Securities with the securities industry,and find out the gap.Finally,based on the gap,focused on analyzing the optimization design of WK Securities recruitment management work,including optimization objectives,optimization targets,optimized content and optimized safety measures.Through the research in this paper,I hope that WK Securities can widely use the theory of Competency-position fit in the future recruitment work,pay attention to the scientific and normative nature of recruitment in each stage of the recruitment process,enhance the recruitment effect and quality,and thereby providing talent protection for the company's long-term development.In the context of the development of big data,Internet recruitment is still relatively lacking in this paper,and the research is not deep enough.The Internet has changed people's lives,and it has affected the traditional recruitment management model.How to deal with the future recruitment management work,what measures should be take,it still need more research.