【正文】 位需要增加工作人員，這些職位的工作內(nèi)容，職責(zé)，權(quán)力的基本情況是，對這些人有什么要求，是否需要有特殊技能的實際分析。根據(jù)這些計劃為發(fā)展招聘包括：。，包括與工作有關(guān)的背景，工作能力，工作經(jīng)驗，個性特征，身體健康，等等。，根據(jù)實際情況。 （二）招聘詳情。有人說，失敗的準(zhǔn)備而導(dǎo)致工作的失敗，所以準(zhǔn)備細(xì)節(jié)也很重要，招聘詳情包括：。所有的細(xì)節(jié)，招聘人員，需提前預(yù)測和安排。求職登記表，各種評分表，檢查表等等的設(shè)計應(yīng)在錄用前，并有一個合理的設(shè)計，遵循可見和使用的原則。一個正常運作的團(tuán)隊需要有三個不同的角色：一個是擁有招聘專業(yè)技術(shù)知識的人員，其次是解決問題和決策的技能人才，三是一個很好的傾聽者，反饋，解決沖突和人際協(xié)調(diào)的工作人員，并應(yīng)相互信任，良好的溝通。招聘工作本身是一個營銷和促銷活動，因此，一方面，企業(yè)應(yīng)重視他們的招聘，招聘廣告到其他公司必須新穎活潑的，不枯燥，不可不現(xiàn)實。 （三）注重實際能力。企業(yè)的內(nèi)部招聘往往是發(fā)現(xiàn)高精度的員工，這是因為這個方法是對內(nèi)部員工的實際工作能力的選拔。過去的決策決定現(xiàn)在的能力，太花哨和外部招聘的外部條件，主要是根據(jù)應(yīng)聘者的工作經(jīng)驗，教育背景和技術(shù)水平來作出決定，這些候選人是不可替代的需要做的事情，它也要有足夠的工作經(jīng)驗，工作能力，教育和個性，等完全滿足工作要求，這是一個錯誤的邏輯。候選人可以有上述所有條件，但不具有特定的工作，反之，很多人可以做的工作，但可能不具備上述條件，因此可以只考慮那些杰出的工作和晉升工作人員或單位把工作人員，是他們利用自己的技能，經(jīng)驗和實際工作能力，而不只是一些外部條件。他們的注意力從那些外部條件轉(zhuǎn)移到應(yīng)聘者的實際工作能力，基本的招聘方式將被改變，招聘的準(zhǔn)確性將大大提高。以上的四種人才招聘計劃在運用中，不要把所有的雞蛋放在一個籃子。公司有時候會發(fā)現(xiàn)這樣一個問題，發(fā)送信息幾天以后，還沒有候選人，原因不是沒有合適的候選人，而是考生沒有看到公司的廣告。企業(yè)的招聘廣告刊登在新聞媒體也可以放在招聘會上，你也可以發(fā)布在網(wǎng)站上。如果只有無線電業(yè)務(wù)的一種方式，往往使信息傳遞的范圍是有限的，所以公司需要進(jìn)行招聘成本的預(yù)算，選擇最有效的信息傳播渠道，但至少是2個或更多。如果你選擇網(wǎng)上招聘，招聘信息應(yīng)放在第一或第二線，選擇各種信息傳播渠道，開放的渠道。隨著信息時代的發(fā)展，網(wǎng)絡(luò)在生活中發(fā)揮重要作用，相比于傳統(tǒng)三大媒體，網(wǎng)絡(luò)媒體組合的表現(xiàn)在很多方面是出色的，很多公司會選擇網(wǎng)絡(luò)，信息工作，但這并不意味著網(wǎng)絡(luò)發(fā)布是唯一合理的選擇，因為有人認(rèn)為，這些網(wǎng)絡(luò)是虛假的，不相信，也不關(guān)心候選人在招聘面對面溝通是必要的。(4) 避免主觀主義。招聘人員的態(tài)度很大影響招聘的結(jié)果。招聘者有時有個人的好惡，即根據(jù)“光環(huán)效應(yīng)”而生下結(jié)論，使整個招聘過程不是站在企業(yè)的角度選擇人才，而是根據(jù)自己的喜好進(jìn)行選擇。這樣，招聘者要克服自身的主觀主義，嚴(yán)格按照招聘過程和測試要求，例如，在最初的面試中，收集的數(shù)據(jù)和事實證明一個候選人的工作能力，對候選人的能力的定性和定量測試，而不是根據(jù)自己的主觀臆測，是開放的，公平與正義。(5) 背景檢查：必要的基本保障。背景檢查是招募來的人才教育背景，工作經(jīng)歷和性格，工作能力和興趣的調(diào)查?？梢酝ㄟ^三方對候選人的背景和資格審核，許多可靠的公司必須對新員工進(jìn)行背景檢查。簡歷是一個工具，是促進(jìn)他們是自己的唯一候選人的工具，不要太相信。為了招募每一個良好的業(yè)務(wù)關(guān)系，公司必須進(jìn)行背景檢查，填寫各種形式表格，提醒考生填寫的情況，這樣可以使一個錯誤減少到最低限度。在檢查的背景時，候選人的興趣在真實性和測試的第二或第三次訪談之時，告訴他們你將對候選人進(jìn)行嚴(yán)格的背景調(diào)查，要求他們確認(rèn)自己的簡歷，并確保符合事實，如果候選人堅持真理，并同意進(jìn)行下一輪測試，這表明他很誠實，這項工作很感興趣。招聘在企業(yè)中占據(jù)重要地位，一個成功的招聘業(yè)務(wù)具有事半功倍的效果，而一個成功的公司招聘需求使每個元素有著密切的聯(lián)系，招聘人員克服盲目性招聘提高招聘的有效性。 2 原文：Recruitment strategies on business successAbstract：China39。s economy from a planned economy to a market economy, the employment of people from the 39。plan39。 to 39。market39。 changes into the business to choose the best talent to provide a wider range of sources, but also for panies recruiting more difficult. recruitment of human resources management is an important part of its success or failure is closely related with the fate of this paper, by analyzing the whole process of business recruitment, analysis of there in the recruitment process blindness, and put forward countermeasures and suggestions.Keywords: Recruitment, errors, efficiency With the advent of knowledge economy, many panies continue to grow and now the petition for talent has bee the focus of petition. For businesses, to attract the best talent, recruitment is the primary work as corporate human resources departments, an essential element in the daily work is to start the recruitment and selection system, when the organization39。s human resources can not meet the changes and development needs, you need to enter the new force from outside the organization. a successful recruitment business can be resolved talent shortage problem, the introduction of fresh blood for the enterprise, while giving older workers to pressure, to some extent can reduce the cost of training and capacity development to ensure the formation of highquality personnel. First, the significance of recruitment enterprises Recruitment is a modern enterprise management process is an important, specific, regular work, human resource management foundation and one of the key, it is directly related to the business at all levels and types of personnel, quality and corporate work smoothly. visible, staff recruitment on business very significant, its significance in the following areas:(An organizational development required to obtain highquality human resources and improve their core petitiveness enterprise development must have a highquality human resources, staff recruitment is a good pany to obtain the important work of human resources, which constitute the basis for enterprise development . petitive real human out of the petition, human resources has bee an important enterprise39。s core petitiveness, recruitment of human resources management based on the one hand is directly related to the formation of corporate human resources, the other a direct impact on corporate human resource management and other aspects of the development work and only highquality frontline staff to ensure high quality products and services, and only highquality technical personnel to ensure the efficient operation of business R amp。 D program.(Two for the enterprises to import new force, enhance innovation. Corporate human resources planning and work according to the requirements analysis, through recruitment, the new staffing to existing positions, new staff in the work into new management ideas, the new work pattern, may impose an institutional innovation, management innovation and technological innovation, especially from the outside to absorb corporate human resources for the enterprises to import new force, to make up for lack of human resources for the enterprise, while bringing more new ideas , new ideas and new technologies to enhance innovation.(C to expand their visibility, establish a good corporate image. Recruitment to recruitment information using various media release out, so recruitment involves a wide range of frequently used recruitment media such as television, newspapers, radio, puter networks, etc. Based on the above Volkswagen media, job information can expand visibility, can also let the public know more about this business. In addition, some panies paid to stirring, largescale and grade of the recruitment process, to indicate the desire of business professionals and business strength will help panies establish good corporate image. enterprises in a variety of recruiting the required talent, but also through the recruitment and the recruitment of quality shows to the outside world a good corporate image. Second, the typical corporate recruiting problems arise A human resource planning and job analysis is not accurate 1, the pany did not conduct human reso