年底將，不少HR在年底開展招聘新員工的工作，但有部分人員不太理解HR為何不在金三銀四或者金九銀+招聘新員工，實(shí)際上原因有3個(gè)方面，如下:

As the end of the year approaches, many HR departments will start recruiting new employees at the end of the year. However, some personnel do not fully understand why HR does not recruit new employees in Jin San Yin Si or Jin Jiu Yin+. In fact, there are three reasons, as follows:

1、先發(fā)制人

1. Preemptive strike

有做過招聘工作的HR都會(huì)發(fā)現(xiàn)一個(gè)比較淺顯的市場(chǎng)規(guī)律，就是往往在春節(jié)過后，就會(huì)出現(xiàn)很多行業(yè)的員工密集的跳槽現(xiàn)象。之所以HR會(huì)在過年之前才會(huì)比較認(rèn)真地招聘新員工，是因?yàn)橐o企業(yè)提前開始建立人才的儲(chǔ)備，從而達(dá)到“先發(fā)制人”的目的。而在春節(jié)后的招聘期間,若HR做好人才儲(chǔ)備的工作，那么往往是能夠比較快速地招到合適的人員，從而不用陷入長期招不到人才的“困境”中。

HR professionals who have done recruitment work will find a relatively simple market rule, which is that often after the Spring Festival, there will be a phenomenon of intensive job hopping among employees in many industries. The reason why HR is more serious about recruiting new employees before the Chinese New Year is because they need to start building talent reserves for the company in advance, in order to achieve the goal of "preemptive action.". During the recruitment period after the Spring Festival, if HR does a good job of talent reserve, they can often quickly recruit suitable personnel, so as not to fall into the "dilemma" of long-term inability to recruit talents.

2、穩(wěn)定員工

2. Stable employees

春節(jié)過后的跳槽高峰期，其實(shí)也可以稱作為“人才流失季”，HR想要知道自己在—整年招聘工作做得是否很好，取決于自己在上一年的期間，是否有做好人才流失的預(yù)防和反制的工作。所以對(duì)于企業(yè)來說,并非只有新員工才算招聘,做好老員工的留人工作，其實(shí)是屬于更加的招聘能力之一因此HR若想要在招聘新員工時(shí)節(jié)省相應(yīng)的費(fèi)用，那么學(xué)會(huì)留住員工就顯得很重要。

The peak period of job hopping after the Spring Festival can also be called the "talent loss season". HR wants to know whether they have done a good job in recruitment throughout the year, depending on whether they have done a good job in preventing and combating talent loss during the previous year. So for companies, it's not just about recruiting new employees. Doing a good job of retaining old employees is actually one of the more efficient recruitment abilities. Therefore, if HR wants to save corresponding costs when recruiting new employees, it is important to learn how to retain employees.

3、需求系統(tǒng)化

3. Systematization of requirements

HR在年底招聘新員工時(shí)，除了知悉上述兩種以外，在招聘工作方面的發(fā)力點(diǎn),還可以通過溝通的方式來著手。

When HR recruits new employees at the end of the year, in addition to being aware of the above two, they can also focus on the recruitment work through communication.

例如:可以和企業(yè)的高層進(jìn)行對(duì)明年的經(jīng)營計(jì)劃和招聘預(yù)算進(jìn)行溝通,了解未來對(duì)于人才的需求是怎樣的，以及與各個(gè)部門進(jìn)行對(duì)員工狀況的溝通，了解是否有新的人事變動(dòng)等。同時(shí)HR需要知道的是:招聘工作不應(yīng)該出現(xiàn)的情況是“臨時(shí)因?yàn)檫@會(huì)使招聘工作很難融會(huì)貫通，從而導(dǎo)致員工的流動(dòng)率過高。例如:一旦用人部門將用人需求臨時(shí)交給HR開展招聘工作，意味著HR需要臨F準(zhǔn)碧直推招聘所需的流程、臨時(shí)尋找求職者、臨時(shí)篩選候選人以及臨時(shí)面

For example, you can communicate with the senior management of the company about next year's business plan and recruitment budget, understand the future demand for talent, and communicate with various departments about employee status to understand whether there are any new personnel changes. At the same time, HR needs to be aware that recruitment work should not be carried out in a temporary manner, as this can make it difficult to integrate recruitment work and lead to high employee turnover. For example, once the hiring department temporarily hands over the hiring requirements to HR for recruitment work, it means that HR needs to follow the necessary process for direct recruitment, search for job seekers, screen candidates, and face the situation temporarily