| The world is moving towards an age of intelligence.The information industry has become the leading industry of China's future economic development and is a national strategic emerging industry.In 2017,China's software business revenue reached 550 million yuan and the number of enterprises declaring software and information technology reached 35,368.The competition amomg enterprises has changed from the traditional hardware aspects such as scale and strength to the knowledge aspects of learning ability and talent.However,at present,China's information technology enterprises have a large talent gap and a shortage of knowledge-based talents,and their recruitment activities have progressed slowly.These factors affect the sustainable development of IT companies.Based on the industry characteristics of IT information technology companies,the study takes the knowledge workers of IT companies as research objects,and studies the effectiveness of knowledge worker recruitment and its influencing factors.By collating the existing literature,the definition of the knowledge workers of IT companies,the definition of recruitment effectiveness,the evaluation indicators of recruitment effectiveness,and the factors affecting the effectiveness of recruitment are analyzed.Based on the theories of competency and job matching,conducted empirical research on the effectiveness and influencing factors of the recruitment of knowledge workers in enterprises.This paper is mainly divided into six chapters.The first chapter mainly expounds on the background,significance,content and method of the research topic to be studied in this paper.The second chapter covers the review of related theories and literatures,combing and summarizing the previous research results.The third chapter builds the evaluation index system of the knowledge-based employee recruitment of IT enterprises.This thesis establishes five primary indicators: recruitment results,recruitment costs,recruitment strategies,new employee and company matching,new employee satisfaction,new employee capabilities,and 23 secondary indicators,namely vacancy rate,timeliness of vacancy filling,new Turnover rate,recruitment cost,selection cost,recruitment cost,placement cost,turnover cost,replacement cost,recruitment channel,recruitment method,recruitment cycle and speed,new employees and matching positions,new employee experience,technology,knowledge and Jobs are in compliance,new employees' adaptability to new jobs,new employees' professional skills to meet job requirements,new employees' satisfaction with work,new employees' satisfaction with salaries and benefits,new employees' satisfaction with work developed career plans,new employee department satisfaction with new employees,new employees' ability to solve problems and make decisions,new employees' ability to collaborate in teams,and new employees' ability to communicate in foreign languages.The fourth chapter is the analysis of the factors influencing the effectiveness of recruitment of IT knowledge employees,which means obtaining data through questionnaire survey and making empirical research on data.Reliability analysis and validity analysis are used to ensure the credibility of the questionnaire,and regression analysis is used to study whether the influencing factors have a significant impact on the effectiveness of knowledge-based recruitment of IT companies.In chapter five,the author puts forward some suggestions to improve the effectiveness of IT enterprise knowledge-based staff recruitment.In the sixth chapter,on the basis of the above research,the conclusions of this paper are summarized,that is,the preparation of recruitment,the recruitment channels and cycles,the quality of the recruiter and the quality of the applicant have a significant positive impact on the effectiveness of the recruitment of knowledge workers in IT enterprises.Finally,the shortcomings of the study are summarized,and the future is prospected. |
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