近年来，随着企业招聘难度的持续增长，企业的招聘投入越来越 高，但往往效果并不理想。另外，随着90后逐渐成为从业的主力军的， 年轻员工不仅管理难度大，而且在职的稳定性越来越差。面对这种环 境，准确理解员工的需要和动机，帮助企业快速提升招聘的能力，从 而形成可持续发展性，第三方人力资源公司应运而生。 艾杰公司是一家专业从事人力资源服务的第三方服务企业，公司 提供的服务包括但不限于：员工关系管理、人事事务代理、培训、人 事外包、岗位外包、招聘外包等服务。其中，招聘外包也包含其他涉 及到招聘的业务，随着大环境的变化、用工形式的转变、行业的趋势 等方方面面的考验，导致艾杰公司招聘服务效能的越来越低等一系列 问题。因此，本文以艾杰公司的招聘管理为研究对象，通过客户调查、 数据分析、行业对比分析，挖掘出公司在招聘过程中存在的问题，并 对问题存在的原因进行了总结，主要针对目前招聘渠道、流程、团队、 制度等问题，提出优化方案。同时，为了保障本方案顺利实施，文中 给出了方案实施的保障措施。 就研究意义而言，本文基于艾杰公司招聘现状的改进的研究，不 仅有利于提高艾杰公司的现有招聘效率，对于增强公司的核心竞争力 具有现实意义。另外，通过对艾杰公司的渠道的开发和管理优化，也 有助于推动行业实行高效招聘匹配能力。最后本文对类似于艾杰这样 的人力资源公司具有一定的参考和借鉴意义。 关键词：艾杰公司；招聘管理；招聘外包；模式改进 EMBA学位论文作者：李娜艾杰公司招聘管理改进研究 III Researchontheimprovementofrecruitment managementofIGhumanresourcesoutsourcing servicecompany ABSTRACT Inrecentyears,withthecontinuedincreaseinthedifficultyof corporaterecruitment,corporaterecruitmentinvestmentisgetting higherandhigher,butoftentheresultsarenotsatisfactory.Inaddition, asthepost-90sgenerationgraduallybecamethemainforceinthe industry,youngemployeesnotonlyhavedifficultyinmanaging,butalso haveworseningjobstability.Facingthiskindofenvironment,accurately understandtheneedsandmotivationsofemployees,andhelp companiesquicklyimprovetheirabilitytorecruit,soastoform sustainabledevelopment,third-partyhumanresourcescompanieshave emergedasthetimesrequire. IGisathird-partyservicecompanyspecializinginhumanresources services.Theservicesprovidedbythecompanyinclude,butarenot limitedto:employeerelationshipmanagement,personnelaffairs agency,training,personneloutsourcing,joboutsourcing,recruitment outsourcingandotherservices.Amongthem,recruitmentoutsourcing alsoincludesotherbusinessesrelatedtorecruitment.Withthechanges inthegeneralenvironment,changesinemploymentpatterns,industry trendsandotheraspectsoftests,leadingtoaseriesofproblemssuchas thedeclineintheeffectivenessofAijie'srecruitmentservices. Therefore,thisarticletakesAijie'srecruitmentmanagementasthe researchobject,andusescustomersurveys,dataanalysis,andindustry comparativeanalysistofindouttheproblemsinthecompany's recruitmentprocess,andsummarizesthereasonsfortheproblems. Channel,process,team,systemandotherissues,andpropose optimizationplans.Atthesametime,inordertoensurethesmooth implementationofthisplan,thearticlegivesthemeasurestoensure EMBA学位论文作者：李娜艾杰公司招聘管理改进研究 IV theimplementationoftheplan. Intermsofresearchsignificance,thispaperisbasedonthe researchontheimprovementofthecurrentrecruitmentsituationofIG Company,whichisnotonlyconducivetoimprovingthecurrent recruitmentefficiencyofIGCompany,butalsohaspracticalsignificance forenhancingthecompany'scorecompetitiveness.Inaddition,the developmentandmanagementoptimizationofIG'schannelswillalso helppromotetheindustry'sefficientrecruitmentandmatching capabilities.Intheend,thisarticlehascertainreferenceandreference forhumanresourcescompanieslikeAijie. Keywords:IGCompany；RecruitmentManagement；Recruitment Outsourcing；ModelImprovement EMBA学位论文作者：李娜艾杰公司招聘管理改进研究 V 目录 中文摘要.......................................................................................................................II ABSTRACT...................................................................................................................III 第一章绪论................................................................................................................1 1.1研究背景...........................................................................................................................1 1.2研究意义...........................................................................................................................2 1.3研究内容...........................................................................................................................2 1.4研究方法...........................................................................................................................4 第二章文献概述及相关理论................................................................................6 2.1相关概念...........................................................................................................................6 2.1.1招聘管理..................................................................................................................6 2.1.2招聘外包..................................................................................................................6 2.2招聘管理基础理论和方法...........................................................................................6 2.2.1胜任力与冰山模型................................................................................................6 2.2.2人力资源管理三支柱模型..................................................................................7 2.2.3招聘4S模型...........................................................................................................7 2.3招聘管理研究趋势.........................................................................................................8 2.3.1共享员工的产生受到密切关注.........................................................................8 2.3.2跨界招聘成为招聘新趋势..................................................................................9 第三章艾杰人力资源公司招聘管理现状评价..............................................10 3.1艾杰公司简介...............................................................................................................10 3.2艾杰公司招聘服务产品与优势简介......................................................................10 3.2.1批量招聘服务........................................................................................................10 3.2.2RPO招聘服务.......................................................................................................11 EMBA学位论文作者：李娜艾杰公司招聘管理改进研究 VI 3.3艾杰公司现有招聘管理流程....................................................................................12 3.4艾杰人力资源公司招聘管理的访谈调查..............................................................15 3.4.1客户访谈及问卷调查的目的.............................................................................15 3.4.2主要客户访谈调查的信息.................................................................................15 3.4.3客户满意度调查...................................................................................................17 3.5艾杰人力资源公司招聘管理现状分析..................................................................18 3.5.1现有招聘渠道分析...............................................................................................18 3.5.2执行团队人员的调查和分析.............................................................................22 3.6艾杰人力资源公司现有招聘管理存在问题的总结...........................................23 第四章艾杰人力资源公司招聘管理改进方案..............................................25 4.1招聘渠道的使用和拓展.............................................................................................25 4.1.1创建微信招聘公众号.........................................................................................25 4.1.2推行社群模式.......................................................................................................25 4.1.3线上渠道开拓和发布.......................................................................................