The Research On “the Optimization Of Hangzhou Kangshuo Company’s Employee Recruitment System”

Hangzhou Kang Shuo Company is a private emerging enterprise,in recent years,the company’s business is expanding,personnel demand is growing,enterprise recruitment and selection work has become the first priority to build a talent ladder.With the further development of recruitment work,many problems have been highlighted at this stage: the uncertainty of the external environment hinders the regular recruitment activities,the lack of internal HR department planning does not meet the needs of the continuous development of the enterprise,the irregular recruitment procedures make the recruitment costs rise,and the immaturity of recruitment assessment makes the job mismatch.Therefore,how to reduce the cost and increase the efficiency,improve the quality and quantity,and optimize the system for SME staff recruitment under the severe new situation,so as to realize the best use of talents and talents has become an important strategic goal in the war for talents.In this paper,we take Hangzhou Kang Shuo Company as the case study,and investigate the problems of its employee recruitment system and optimize the design for the problems.Firstly,the literature review and related recruitment theories and methods are summarized by reviewing the literature.Secondly,based on the literature review and theoretical basis of recruitment management,we selected the most critical assessment elements in the recruitment process of the company and used the case study method and questionnaire survey method to analyze,identify and diagnose the current manpower structure framework and the current status of recruitment management of Hangzhou Kang Shuo Company,so as to accurately grasp the current problems of the company.According to the statistical results of the questionnaire,it is found that the main problems existing in the employee recruitment system of Hangzhou Kangshuo Company include:employees’ low satisfaction with the recruitment demand,the formulation of recruitment plans needs to be improved,the recruitment channels are single and lack of pertinence,lack of comprehensiveness in recruitment selection and assessment methods,the recruitment management method is unscientific,and no effective evaluation and tracking after recruitment.Once again,combining with the specific situation of the company’s recruitment project area,we used the theory of job matching,competency theory and career selection theory to construct a proposal for optimizing the recruitment system of Hangzhou Kang Shuo,which provides a basis for improving the recruitment strategy.The main strategies include: establishing a professional recruitment team to develop recruitment requirements,developing recruitment plans,improving recruitment channels,establishing scientific talent selection methods,optimizing talent hiring process,and rationalizing recruitment effectiveness evaluation.Finally,in order to ensure the smooth and effective implementation of the optimized recruitment system,safeguards are proposed for the problems that may arise in the implementation process.This study organically combines employee recruitment with HR work and related theories,thus establishing the importance of the construction and optimization of corporate recruitment systems and playing a fundamental role in domestic and international research.The study of the staff recruitment system at Hangzhou Kang Shuo provides a remarkable example of HR theory and combines the theoretical findings more closely with practical measures,while serving to optimize and improve the company’s existing staff recruitment system,as well as being of great value to the long-term recruitment and HR development of SMEs.