The Design And Implementation Of The Recruitment System Within Recommended Part Of Insurance Company

China from1979began to recover on the insurance business, just30years time, has more than100insurance companies in the market, of which more than half of the establishments are not more than6years. Compared to other industries, the insurance industries due to the development time is too short to cause the relative lack of insurance professionals. Competition for professionals will directly determine the success or failure of many insurance companies in the market competition in a fairly long period of time. If the enterprise can fast, efficiently, continuously introduce talent at a lower cost, it will be able to grab opportunities in the competition for talent when facing Challenges. And internal recruitment provides a way for enterprises to introduce the professionals.The full use of internal recruitment recommendation will bring the insurance companies a large number of suitable professionals with low-cost quickly, and thus holds the dominant position in the competition for professionals; this is of great significance for the insurance companies to win the market competition. But in actual operation, although many insurance companies now put emphasis on internal recruitment, a variety of encouraging internal recruitment institutions have been introduced, the effects can not be up to expectations; when we analyzing the reasons, it is not enough to discover professionals and use. The extension use of IT combined with information technology tools can help enterprises to solve this problem. However, the current recruitment system of the human resources management information system most lacks internal referral management functions. So, the development of internal recruitment recommendation management system is necessary.This paper investigates the status of the development and the applications of Internal Recruitment Recommendation system, analyzes the importance of internal recruitment recommendation management, and designs the whole planning of the system through the analysis of the process of the insurance internal recruitment. It describes the detailed description of specific modules in functional aspects, in database aspects, designs the structure of the data table, and in the technology aspect, describes the open source J2EE lightweight frame (Spring Hibernate JSF) in detail and complete the system. System uses Eclipse3.5MyEclipse8.5I JDK1.6as development tool, the internal recruitment recommendation system is developed by the Spring the Hibernate JSF framework, the framework is a typical application of non-distributed architecture of the Java EE multilayer. System is clearly divided into four functional units:web layer, business logic layer, data persistence layer and EIS layer, layered architecture can realize loose coupling between the layers, the communication can communicate through the interfaces from top to bottom, the services is reversed. This combination makes the system well maintained and scalability.The Internal Recruitment Recommendation system for Insurance Company implements the function such as creating vacancies, announcing vacancies after a personnel audit, internal staff recommended, screening recommended resumes, interviewing the recommended person, discussing treatment, preparing hiring, rewarding the recommendation staff. The recruitment system by adding the recommended function, reduce recruitment costs and improve the efficiency of the company of professionals, and have a high validity and reliability of selection, and motivate internal staffs to recommend professionals through rewarding.The application of the system achieves the research objectives:building a platform to provide convenient access for staff recommends candidates, building a large enterprise professionals pool through the use of human resources, so it can provide the best resources for the companies. At the same time, every employee can participate in the recruitment through this platform, increase the recruitment of manpower indirectly, and reduce recruitment costs and increase recruitment efficiency and the effect of recruitment.