摘要 中小型企业在国民经济中发挥着重要的作用。人才作为第一生产力，决定着企业能否在激烈的市场竞争中生存下来。因此，越来越多的中小型企业重视人才的招聘与管理，希望通过引进高素质的人才为企业注入新鲜的血液与活力。与大型企业相比，中小型企业在人才吸引力上存在先天劣势，招聘难度更大。本文以JH科技公司为例，对其人员招聘问题进行研究，希望能帮助企业改善招聘困难的问题，为其他正在变革和谋求发展的科技公司提供有益的思路和建议。 首先，论文从国内外招聘有效性的相关研究及人力资源规划理论入手，明确了招聘工作中的原则及思路。其次，对JH科技公司发展情况和人力资源管理现状进行了阐述，指出企业招聘过程中存在的问题。然后，建立招聘有效性评价体系，从招聘效果，招聘质量，招聘成本和招聘渠道等四个方面分析JH科技的招聘有效性。对其招聘中存在的问题进行诊断分析，探索其成因，研究表明，企业目前招聘中存在的岗位说明书定位不清、人力资源规划不合理、薪酬水平低、用人部门对招聘的不重视和随意性、定岗定员不合理等问题。接下来，针对上述问题从完善岗位说明书、科学制定人力资源规划、提高招聘人员素质、合理的定岗定编、优化招聘流程等方面提出科学可行的对策与建议。最后，总结研究结果，并展望了未来招聘工作的方向。

ABSTRACT Medium and small-sized enterprises play an important role in national economy.Human resource asprimary productivity decide how company can survivein the fierce market competition.Therefore,more and more medium and small-sized enterprises pay attention to recruitment management.They hope to inject fresh blood and vitality for enterprises through the introduction of high-quality talents.Compared with large enterprises, medium and small-sized enterprises has a big disadvantage in the attraction of talents.This paper takes JH technology company as an example and study the recruitment of company.Hope to help the company improve recruitment difficulties.Provide useful ideas and suggestions for other technology companies that are changing and seeking development. First,this paper starts with the related research of recruitment effectiveness and human resource planning theory and clear the principles and ideas in the recruitment process.Secondly,with expounding the development of JH technology company and the present situation of human resource management, it refers to the problems encountered in the process of enterprise recruitment.And then, establish recruitment effectiveness evaluation system.The recruitment effectiveness of JH technology is analyzed from four aspects of recruitment effect, recruitment quality, recruitment cost and recruitment channels .The paper states thatthe company recruitment exists the problem that post instructions are unclear,the plan of human resource management is irrational, low-level salary, the employing departments take less attention and randomness of recruitment,the determination of post and staff are unreasonable.Next,in view of the above problems, from the perfect job description,scientific formulation of human resources planning,improve the quality of recruiters,reasonable post and staff,optimize recruitment process,it propose scientific and feasible countermeasures and suggestions.Finaly,summarize the research results and prospect the direction of recruitment in the future.