Research On Optimization Of PR Real Estate Company's Employee Recruitment Syste

In this era of high competition,the competition between enterprises is essentially the competition between talents,and enterprise human resource management directly serves and acts on talents.Therefore,the vast majority of enterprises have gradually realized the importance of talents to the construction and operation of the company.By constantly optimizing and improving the human resource management system and talent recruitment system,they hope to obtain more excellent talents and provide a steady flow of development power for the company.Whether an enterprise can obtain excellent talents depends largely on the talent recruitment system formulated by the enterprise.On the basis of fully studying the relevant theoretical research achievements and research status at home and abroad,the author also integrates the three theoretical bases of this paper,namely,person-post matching theory,Maslow’s needs theory and career choice theory,so as to conduct questionnaire survey,interview and case analysis.Based on the above problems,the author optimizes the employee recruitment system of PR Real Estate Company and comes up with the following optimization schemes and safeguard measures:(1)Improve the management of recruitment needs: from the preliminary identification and classification of demand positions,to the proposal of demand,to the analysis and confirmation of recruitment needs,and finally to carry out recruitment work according to the approval process of employees at different levels;(To develop a scientific human resources strategic planning system;(2)Improve and optimize recruitment channels: according to the advantages and disadvantages of different recruitment channels,select efficient and economical channels to recruit talents needed by the corresponding enterprises;(3)To control recruitment costs and effectively reduce various recruitment costs that enterprises rely on headhunters;(4)Standardize the selection process:including resume screening,talent pool,talent map establishment and maintenance,interview and other aspects of standardization;(5)Build a professional and high-quality recruitment team:expand the recruitment team;Recruitment is one of the responsibilities of department leaders and key persons in charge,which requires the performance assessment of team building and staff turnover.The company all the personnel involved in the interview work are required to receive training and pass the interviewer certification;(6)Recruitment effectiveness evaluation: a relatively comprehensive recruitment effectiveness evaluation is carried out mainly through non-quantitative evaluation description and quantifiable data evaluation.The safeguard measures include improving the human resource system,strengthening the rational level of security by optimizing the human resource management system,improving the guarantee level of capital budget and digital information integration technology,and comprehensively optimizing and improving the staff recruitment system.