Research On The Effectiveness Of Sales Staff Recruitment Of Boao Jingdian Company

In recent years,my country's information industry has developed vigorously,hightech companies have increased,and medical technology is a high-tech company.As we all know,medical care,technology,and talents are the most important elements of medical technology companies.To achieve innovation and development,medical technology companies cannot do without smart talents.Medical technology companies should focus on human resource management as their daily work.The rapid development of the information industry today highlights the shortage of medical technology talents.Many medical technology companies lack human resource management experience,and the industry is striving for high-quality talents.Like other small entrepreneurial medical technology companies-Boao Jingdian also depends on talents for its development.Especially in recent years,the rapid development of the company is inseparable from high-quality talents.On the one hand,Boao Jingdian is facing a large number of resignations of old employees,and on the other hand,the new employees recruited are not immediately qualified for the job.In this context,in order to promote the company's sustainable development,it is recommended that the company increase the management of human resources and comprehensively improve the comprehensive competitiveness of talents.This article explores the effectiveness of Boao Jingdian's recruitment of sales staff according to the following ideas.First,it summarizes the existing literature and results related to the effectiveness of recruitment,and gives a detailed introduction to the recruitment process and content,focusing on the competency model theory,quality model theory,career anchor theory and other theories related to recruitment.These theories are the theoretical basis of this article.Secondly,based on Boao Jingdian,it comprehensively analyzed the company's human resource allocation and personnel structure,and specifically studied the company's existing recruitment positions,recruitment costs,recruitment channels,recruitment results and other aspects.Third,combined with existing research results and theories,an index system for evaluating the effectiveness of recruitment was constructed for the company.The four first-level indicators in the system are recruitment channels;recruitment results;recruitment costs;and recruitment channels.In addition,19 secondary indicators such as employee turnover rate,employee moral quality,employee and organizational system matching,and selection cost are also designed.The company's recruitment effectiveness was evaluated by a questionnaire survey,and on this basis,regression analysis and factor analysis were used to conduct an empirical analysis of the company's recruitment effectiveness.Finally,combined with relevant theories,it discusses the factors related to the company's recruitment effectiveness.Finally,it proposes improvement countermeasures and suggestions for the company's remaining problems in the recruitment effectiveness,in order to help Boao Jingdian Company improve recruitment efficiency,optimize recruitment results,and optimize the company Human resources will then consolidate the company's competitive advantage and improve its market position.It is hoped that the research in this article will help Boao Jingdian and other types of companies improve the effectiveness of sales staff recruitment,optimize the level of human resource management,improve recruitment quality,and reduce recruitment costs.