I中小型企业招聘有效性研究——以 M 公司为例 摘 要随着互联网科技的飞速发展，人力资源管理紧跟时代的脚步，也加入到管理的行列中来。传统的招聘模式面临淘汰，取而代之的是招聘模式，在各大企业深受欢迎。招聘相比传统模式，占据了极大优势，它大大降低了招聘成本，招聘广告信息不再受时间与空间的限制，信息发布快捷便利便于及时得到反馈，这无论是对企业，还是对应聘人员来说都是有益的。招聘也是因此成为广大企业和应聘者的不二之选。然而，招聘的效果有时候并不尽人意，信息量大、通过率低，这给人力资源部门的工作制造了许多阻力。企业针对以上问题，也尝试了采用一些整改措施，虽然在一定程度上提高了工作的效率，但总体来说并没有达到令人满意的效果。因此，当前情况下对招聘有效性的影响因素和提升招聘有效性的措施展开更深层次的研究有着重大意义，以便于企业参考借鉴，及时做出对策调整。关键词：自媒体时代；招聘；有效性IIAbstractWith the rapid development of Internet technology, human resource management has followed the footsteps of the times and has also joined the ranks of network management. The traditional recruitment model is facing elimination, and the online recruitment model is replaced by popular companies. Compared with the traditional model, online recruitment has a great advantage. It greatly reduces the recruitment cost. The recruitment advertising information is no longer limited by time and space. The information is released quickly and conveniently, and it is easy to get feedback in time. This is for the enterprise or the corresponding recruitment. People are all helpful. Online recruitment is therefore the best choice for companies and candidates. However, the effect of online recruitment is sometimes unsatisfactory, the amount of information is large, and the pass rate is low, which creates a lot of resistance for the work of the human resources department. In response to the above problems, the company has also tried to adopt some rect...
