Study On The Countermeasures Of Social Network Recruitment Implementation Of HX Company Internet Plus Background

In today of economic globalization, the competition between various countries, regions and enterprises no longer rely on a separate physical capital investment and economies of scale, traditional methods, in favor of more rely on talent strength, by increasing the investment in human capital, improve the level of human resources management innovation, enhance the competitiveness of talent has become a magic weapon to enhance the competitiveness of enterprises. Recruitment is an important part of talent input, recruitment management is directly related to the quality of human resources in enterprises, effective recruitment work can not only improve staff quality, improve personnel structure, can also for the enterprise into new management thought and add new vitality, and may even bring major innovation in technology and management to the enterprise. Recruitment channel is the path and way of enterprise talent recruitment needs, select different recruitment channels to bring the recruitment effect is different, choose effective recruitment channels, not only can realize enterprise talent people post "effective matching, but also to achieve the enterprise" person organization matching", especially in the mobile Internet era, enterprises should continue to expand the optimization of the effective use of new recruitment channels, so as to further enhance the competitiveness of talent, and promote enterprise’s benign development.With the development of Internet technology, the rapid development of network recruitment, the impact of the traditional non network recruitment channels. Network recruitment is generally refers to the use of Third Party recruitment sites, the company’s own web site, such as the collection of network forms of job seekers resume or active search for potential job seekers personal information, such as the implementation of the recruitment of. Network recruitment not only changed the traditional recruitment model, but also for enterprises to quickly fill in time to fill the vacancy of personnel to provide effective channels to ensure that help enterprises better and faster to achieve the strategic objectives of talent and talent pool plan. And with the continuous development of Internet technology, the form and method of network recruitment also will continue to change and expand.Social network recruitment is a branch of network recruitment, generally refers to the recruitment activities through social networking sites or social media. Behind the social network recruitment is to make full use of the characteristics of the Internet, more effective to meet the needs of users, to meet the needs of social, personalized, interactive, convenient. So the social network recruitment has the advantages of traditional network recruitment, such as fast, convenient, wide coverage of information, etc.. But social recruitment network and traditional network invite applications for a job and there are many different, with social network connections, making headhunting, internal employee referrals and social media different channels can be incorporated into the social network recruitment, makes the social network recruitment concentration had the characteristics and advantages of a variety of channels. But the characteristics and advantages of how to use social networks to carry out recruitment work has become more complex. How to set up a recruitment model which is in line with the characteristics of enterprises, and to attract and recruit suitable candidates, to become an important topic of enterprise human resource commitment and long-term thinking.This paper to HX Company which based on the main business, tax, and actively expand the enterprise market, health care, education and other industries it enterprises as the research object, in the 2014 years of traditional network recruitment and socialization network recruitment channels data as a basis for comparison of, applications for the company’s online recruitment channels from the four dimensions of time, cost, quality, quantity of effect evaluation, socialization of network invite applications for a job and to explore the existing problems, constantly optimize the social network recruitment channels, to improve the quality and quantity of recruitment and further reducing the time and cost of the low recruitment, so as to meet the requirements of enterprise strategy "person organization fit".This paper is divided into six parts:the first part, introduction, introduces the background of the study, proposed the significance and purpose of the topic, summarizes the research status at home and abroad, clear the research ideas and methods, to find out the possible innovation points. The second part, expounds the theory of human resource recruitment and the recruitment channels, influence on recruitment channels to choose from the four elements are introduced; then, the community of recruitment network and traditional network recruitment definition, operation principles and characteristics described and compared. In the third part, this paper introduces the basic situation of human resources and network recruitment in HX company in 2014, and makes a comprehensive evaluation and comparative analysis of the effectiveness of HX company’s social network recruitment and traditional network recruitment. Through the comparison, find out the advantages and existing problems of social network recruitment, and analyze the causes of the problems. The fourth part, to determine the target of the social network recruitment model, and put forward the targeted measures to the problems in the social network recruitment. The fifth part, the full text of the summary, the paper discusses the limitations of the paper, and prospects for future research.