摘要：招聘是企业获得优秀、充足的人力资源的重要途径，如何更加高效、准确地招募、选拔优秀人才，对任何企业来说都是极其重要的。但现实是很多企业不论何种岗位都采用统一的招聘方式，致使人岗匹配度差，不仅员工不能胜任工作，而且造成人员浪费与企业资源的浪费等不良后果。随着时代与经济的发展，企业应该针对不同岗位设计与其岗位特点和特殊任职要求相对应的招募和甄选方式，以提高招聘成功率。本文首先对当今企业招聘工作存在的问题及其原因进行了分析，指出招聘容易出现问题的主要原因是企业在招聘中没有以岗位特色为依据，进行相对应的招聘管理。其次提出了相应的对策与建议。最后基于岗位特色为金鹰国际集团的4个典型岗位设计了相应的招聘方式，分别为：财务会计——笔试+结构化面试+纸笔正直测验；平面设计师——专业杂志、网站招募+网络视频面试+工作样本测试法；市场总监——内部招聘+管理能力测评+评价中心法；销售人员——无领导小组讨论+行为描述面试法+性格测评。

关键词：招聘管理；岗位特色；招聘渠道；测评方法

Abstract：Recruitment is the major way to enterprise the best, sufficient human resources, how to be more efficient and more accurate to recruit and select the excellent talents is extremely important for any enterprise organization. But now, a lot of enterprise still use only one recruitment method for the unified position, , cause the matching degree is poor, staff is not competent for the job, cause the personnel waste , company waste of resources and other adverse consequences. Along with the development of the times and the economic situation, the company should design corresponding recruitment and selection methods with the post’s requirements and the special characteristics for different post, in order to improve the success rate of recruitment. In this paper, I first analysis the error which the contemporary enterprise recruitment easy to fall into and the reasons.Pointed out that the main reason of recruitment problems is enterprises do not put post characteristic as the basis in the recruitment, corresponding to the recruitment management.Last, basis for combined with the recruitment methods and the post features, design the corresponding recruitment methods for Soaring Golden Eagle’s four post. They are: the financial accounting--written examination + structured interview + paper pen integrity test; Graphic designer--professional magazine, web network + video interview recruitment + work sample test method; Market director--internal recruitment + management ability test + the method of evaluation center; Sales personnel--no leadership group discussion + act descriptions interview method + personality assessment. 

Keywords：Recruitment management; Post features; Recruitment channel; Evaluation method