The Research On Evaluation Of The Effectiveness Of Enterprise Staff Recruitment

In today’s era of the following people-oriented environment, increasingly fierce competition among enterprises. Products, technology, services, relationships, etc. are the main form of business competition. However, the competition lies in these people, who is the source of business activities, is the executor of specific things, but also the basis for the survival and development of enterprises of. Staff recruitment is for businesses to complement and transport fresh "blood" in an important way. Recruitment effect can be seen in large enterprises will affect the survival and development of enterprises.The actual recruitment activities, recruitment mostly grass-roots workers. Requirements with relatively low-level employees, less demanding treatment wages, extensive recruitment target source characteristics. These characteristics also led many companies to recruit enough staff for such attention, which restricts the recruitment effectiveness. On the one hand the demand for enterprise-level employees of large, on the other junior staff turnover rate, turnover rate, efficiency is not high. This recurring pattern of forcing companies to recruit, thus affecting the efficiency of the recruitment, raising the company’s talent acquisition costs, restricting the development of enterprises. In addition, the current study the effectiveness of recruitment and rare enterprise level employees as the main object of study. For this reason, I choose junior staff as the research object, has some representation and practical significance.Firstly, the recruitment of junior staff and defines effectiveness, combined with effective theory on corporate recruitment, research and corporate status of junior staff recruitment analysis to determine the impact of corporate-level employees to recruit a number of factors effectiveness. Then, from businesses, candidates and other factors built three companies to recruit junior staff evaluation system effectiveness, and initially established the right of each index based on expert interviews and the weighted average method. Finally, the thesis proposes indicators established hypotheses, empirical survey, the collected data using statistical analysis to verify the completion of the study hypotheses, extract the influence of the greatest factors and these factors illustrate upgrade enterprise-level employees recruitment proposal effectiveness.