A Study On The Competency Of High-Tech Enterprises Human Resources Recruiters

In the fierce talent market competition, High-tech enterprises how to effectively use its own advantages and resources to recruit high-quality professional and technical personnel, which poses a challenge to the work of high-tech enterprise human resources recruiter, research competency of recruiters is particularly important.This paper reviews the literature about the competency research of human resources management at home and abroad, Analyzed high-tech enterprise released the recruitment advertising text of recruit human resources recruiter recruitment, preliminary summary the61competency entry of high-tech enterprise human resources recruiter, preliminary tests by the small range of human resources practitioners, arranged the degree of importance that The high-tech enterprise human resources recruiter think to make excellent work performance should have some competency entry, Deleted the competency entry of the average of less than3.5points, Ultimately the formation of high-tech enterprise human resources recruiter Competency Checklist formal questionnaire that consisted of50Competency entries.Learned from the analysis of the reliability and validity of the228valid questionnaires were recovered that good reliability and validity of the scale, suitable for factor analysis, by factor analysis extracted four common factors with eigenvalues greater than1, the cumulative variance contribution rate of73.898%, the four common factors in terms of personal qualities, the ability of self-awareness, communication and coordination skills, recruitment management knowledge and skills on behalf of high-tech enterprise human resources recruiter should have competency entries in four dimensions. And through Descriptive statistical analysis of high-tech enterprise human resources recruiter’s basic situation, explored the sample of gender, age, education, professional background, positions, years of recruitment work, where the nature and scale of the enterprise, where the corporate-led business industry field and so on demographic differences impacted the competency evaluation of high-tech enterprise human resources recruiter. Finally, through use of the Mann-Whitney U test to Prove that high-performance of staff and general performance of staffs competency exist of significant differences in the survey sample of high-tech enterprise human resources recruiter, to build the high-tech enterprise human resources recruiter competency model that composed by19benchmark competency and10distinctive competency, they can effectively distinguish high performance of staff and general performance of staff in the middle of the high-tech enterprise human resources recruiter.