What are the external factors that affect enterprise recruitment?

The external factors affecting enterprise recruitment mainly include the following aspects:

(1) National policies and regulations

National policies and regulations objectively define the selection and constraints of enterprise recruitment targets. For example, the human rights law of western countries stipulates that in the recruitment information, it is not allowed to indicate which kind of personnel are preferred, such as gender, race, age and religious belief, unless these personnel are due to the real needs of work. For another example, in some western countries, if enterprises or other organizations recruit more than 65,438+000 employees within the jurisdiction of the federal government, then employers' recruitment plans and targets are particularly bound by laws. In other words, employers must design their recruitment plans and methods to attract qualified candidates from specific groups, including women, locals, foreigners and the disabled.

Labour market

1. Geographical location of the market. The situation of the labor market has an important influence on recruitment, and one of the factors is the geographical location of the labor market. According to the specific type of labor supply and demand, the geographical area of the labor market can be local, regional, national and international. Those who usually do not need high skills can be recruited in the local labor market. The regional labor market can be used to recruit people with higher skills, such as water pollution treatment experts and computer programmers. Professional managers should be recruited in the national labor market, because they must be familiar with the environment and culture of enterprises. Finally, some special personnel, such as astronauts, physicists and chemists, can be recruited in the international market in addition to domestic recruitment.

In some western countries, the boundary of local labor market is determined according to the distance that workers are willing to work. For example, if people are willing to work 48 kilometers (30 miles) away, then the area beyond 48 kilometers does not belong to this local market. In addition, the difference between local and regional markets and national or international markets is that the latter will cause the migration of people. Therefore, the geographical location of enterprises is often an important factor for many people to consider whether to quit.

2. Supply and demand in the market. We call the market with less supply than demand a shortage market, and the market with sufficient labor supply a surplus market. Generally speaking, when the unemployment rate is high, it is easier to recruit people from outside. On the contrary, the shortage of a certain type of personnel may lead to its price increase, forcing enterprises to expand the scope of recruitment, thus making the recruitment work complicated.

In short, the labor market situation affects the recruitment plan, scope, sources, methods and necessary expenses. In order to work effectively, recruiters must pay close attention to the changes in labor market conditions.

(3) the development of the industry. If the industry to which the enterprise belongs has great development potential, it can attract a large number of talents to flood into this industry, so that talents have more room to display in the enterprise. Such as accounting and computer science in recent years. On the contrary, when the prospect of the industry to which the enterprise belongs is not good, it is difficult for the enterprise to have abundant talents to choose from. For example, the textile industry now.