I
摘要
HY科技公司人才招聘方案优化研究
云计算行业作为一个新兴的产业，正在朝气蓬勃的发展，引领着新一代信息技术
的发展方向，为企业信息化转型提供了各种可能性。任何时候，人才是一个产业的血
液，云计算产业人才同样是云计算产业发展的重要支撑和关键引擎。当前情况下，我
国的云计算产业人才需求结构呈现出“金字塔”形状的分布，随着云计算产业的进一
步发展，人才需求的重要性越来越明显，尤其是云计算行业的下游企业，实战型的高
科技的复合型应用型人才决定了企业的未来发展

企业如何获取优质的人才，提高自己的竞争力，成为一个企业是否具备长期竞争
力的前提，进而招募成为了这一最重要的工作。但是并非所有的招募工作都是行之有
效的，怎样判断招聘工作的效率呢？最主要的是招聘设计和配置。任何企业想要找到
最优质最合适的候选人，都是在以匹配的招聘体系的前提下完成的。招聘管理是一个
系统的性的工作，以“编制管理”作为始端，需求管理、渠道管理、人事测量管理、
录用管理等到最后的闭环阶段“招聘评估管理”，每个阶段都相辅相成，从而构成一个
健康的招聘体系。在企业搭建招聘体系的过程中，每个环节都不可或缺，而除了一个
完善的招聘体系，在目前竞争日益激烈的云计算人才市场中，雇主品牌的建设也显得
相当重要。雇主品牌和市场密切相关，严格意义上来讲，也是市场营销的一种。不过
和企业的市场品牌形象不同的是，两者在塑造时所面临的群体不同。以雇主品牌为例，
对内所面向的群体为直接雇员，这包括了雇员在企业的工作感受，对企业的认同感，
也即是企业的实际雇主品牌形象；对外面对的是企业的潜在雇员，这既包含了企业的
产品形象，也包含了在该企业工作的体验传播，会直接影响潜在雇员在面临相似的机
会是，是否会选择该企业而放弃其他的offer

本文以HY科技公司作为研究样本，主要通过HY科技公司历史招聘数据分析以
及问卷调查的方式进行深入研究与分析，并提出改进对策，使得改进后的招聘体系更
加符合HY科技公司的实际情况，从而能提升HY科技公司在云计算行业的人才竞争
力水平，促进企业发展

关键词：
云计算，人力资源，人才招聘
III
Abstract
Research On Optimization of Recruitment Scheme
About HY Technology Company
As an emerging industry, cloud computing industry is developing vigorously, leading
the new generation of information technology development direction, providing a variety of
possibilities for the enterprise information transformation. At any time, talent is the blood of
an industry, cloud computing industry talent is also an important support and key engine of
cloud computing industry development. Under the current situation, China's cloud
computing industry talent demand structure showing the distribution of Pyramid shape,
with the further development of the cloud computing industry, the importance of talent
demand is more and more obvious, especially in the downstream enterprise cloud computing
industry, the actual type of the high-tech composite talents determines the future
development of enterprises.
How to obtain high-quality talents and improve their competitiveness has become the
premise of whether an enterprise has long-term competitiveness, and then recruitment has
become the most important work. But not all recruitment work is effective, how to judge the
efficiency of recruitment The most important thing is recruitment design and configuration.
Any enterprise wants to find the best and most suitable candidates, is based on the matching
recruitment system to complete the premise. Recruitment management is a system of work,
to establishment of management as the beginning, demand management, channel
management, personnel management, recruitment management measure until the final stage
of the closed-loop recruitment evaluation management, each stage complement each other,
thus forming a healthy recruitment system. In the process of building recruitment system,
every link is indispensable, and in addition to a perfect recruitment system, in the
increasingly competitive cloud computing talent market, employer brand building is also
very important. Employer brand is closely related to the market, and strictly speaking, it is
also a kind of marketing. However, different from the brand image of the enterprise, the
groups are different when they are shaping. The employer brand as an example, the group of
direct employees, including employees in enterprise work experience, the corporate identity,
which is the actual employer brand image； foreign enterprises are faced with potential
employees, which includes the product image of enterprise, also includes in the experience
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