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This article attempts to release information from the recruitment, recruitment channels, recruitment of staff training,[link widoczny dla zalogowanych], recruitment and human resources system management tools such as the starting point to think about improving recruitment reservoir effectiveness of state-owned enterprises.

usually have had the experience, Classic Metallic [link widoczny dla zalogowanych], a hard tissue recruitment, from program planning, information release, resume screening, interview notice to the organization of the examination,[link widoczny dla zalogowanych], candidates and recruiters at every level of game, end recruitment notice to the company release,[link widoczny dla zalogowanych], they met the winner will not come, or to quietly disappear a few days on the dilemma, not only sickening disappointment, but also result in business time, effort and money in a lot of waste. Why do companies desperate for both sides, not the beginning, \
Area state-owned enterprises in recent years been some restructuring,[link widoczny dla zalogowanych], integration, has achieved no small achievement, such as the importance of talent management concept updated salary system reform, but the author's research shows that reservoir at this stage in the recruitment of state enterprises still exist some problems.
1. Area staff use state-owned enterprises are still mainly rely on the system leading horses, their talents can be discovered and used to be a leader depends on whether the phase, this passive state to contain the majority of personnel self-discovery, self-evaluation, self-recommendation,[link widoczny dla zalogowanych], self-display initiative and enterprising spirit, resulting in a severe human resources idle and waste.
Area state-owned enterprises selected by seniority staff accommodation and traditional concepts and the impact force of habit. Not due to a large extent a matter set level, because of job choice, but rather because people Shegang,[link widoczny dla zalogowanych], for people to get things; can and not be able to enter can not leave,[link widoczny dla zalogowanych], still end a \ incentives, both plug before the road will affect the career development.
as the current job market is demand-side market, true religion jeans women, job seekers are relatively weak, with a number of questions recruiters obviously arbitrary, not only has the lack of professional credibility degree. Some recruiters even that temporary workers sent by the recruitment of the posts, requirements and provide wage and insurance issues and is not clear,[link widoczny dla zalogowanych], ask the candidate was asked a few stayed. It is understood that the best candidates to recruit staff for the hand fixed in order after the contact, asking questions that have a degree of content, not to mention personal privacy involving employment discrimination, and has obvious problems, otherwise the candidate is difficult to answer, Sundance Ugg Boots, the employer's image will be greatly reduced.
recruitment will involve a very important part - the release of jobs . Recruitment the way it releases information to a large extent determine whether the time for enterprises to attract more qualified personnel. Area state-owned enterprises has been mainly in-house selection and acquaintances referrals before the election method, which determines the release of their jobs way too single. Mainly in the field or internal information within the Journal Shangfabuhuo negotiate with the school Jiuye do Zhijie Zhao Pin matters, Er Henshaoliyong Bao Zhi, Wang Luohuo Shezhidianhua hotline Deng modern way to release employment information This would certainly not conducive to the transmission of messages which directly affects the follow-up to the commencement of recruitment.

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