目录
一、企业招聘的意义··························································1
二、当前企业招聘存在的问题··················································3
（一）人才概念模糊，忽视应聘者的价值观································3
（二）对招聘岗位认识的不清晰，招聘前期准备工作不充分招····················4
1、未对岗位进行设计和分析···············································4
2、招聘计划不完善·······················································4
（三）招聘渠道选择的不当，海量的简历难以筛选······························4
（四）招聘人员非专业化，影响招聘效果······································5
1、招聘人员素质不高·····················································5
2、招聘观点传统、思想落后···············································5
（五）面试方式盲目化，面试问题非结构化····································5
1、没有选择正确的面试方式···············································5
2、面试缺乏框架·························································5
三、解决招聘中存在问题的对策················································5
（一）进行岗位分析，完善招聘计划··········································6
（二）选择可行的招聘渠道··················································6
1、招聘渠道具有目的性··················································7
2、招聘渠道具有经济性··················································7
3、招聘渠道具有可行性··················································7
（三）选择合适的招聘队伍··················································7
（四）选择合适的面试方法，进行结构化面试··································7
四、总结····································································8
五、参考文献································································8
浅议企业招聘中的问题和对策
人才招聘是企业管理体系当中最为重要的组成部分，因为只有加强人才招聘工作，才能为企业提供源源不断的人才，才能使企业的发展有了良好的人才保证，但目前我国企业特别是中小企业在人才招聘方面仍然存在很多不足之处。本文以企业人才招聘问题为研究对象，首先对企业人才招聘方面的相关理论进行了分析；然后对当前企业人才招聘现状进行了简要梳理；接着对当前人才流失的原因进行了分析；最后就解决企业招聘方面存在的突出问题，树立正确的人力资源观、科学制定企业人力资源规划、谨慎选择适当可行的招聘渠道、组织规范有效的招聘活动等方面提出解决对策，希望对我国企业开展人才招聘提供一些参考和借鉴。
一、企业招聘的意义
