摘要人是一切企业活动的基础，只有保障了人才的获取渠道，企业的产能才能保持稳定增长。在人才竞争愈加激烈的如今，一个企业是否具有一套应激性强，灵活而完善的招聘管理体系，决定了企业在市场上是否具备高效吸收人才的能力。本文根据介绍招聘相关概念及理论，引出后文关于招聘的内容，以KT公司为切入点。近年来，KT公司发展迅速，不断扩大人员规模，但公司在招聘方面的工作还跟不上公司的战略发展，有关招聘方面的问题不断出现。本文从客观且全面的角度对招聘管理体系的完善化，所需策略进行了探索与分析，从企业运营管理的实际情况为出发点和实习体验的方式，深入了解河源市美年大健康管理有限公司的招聘体系和模式，发现招聘过程中招聘人员能力不足、招聘岗位缺乏明确定位等不足，因为招聘体系不够完善，所以很难在人才竞争中有优势。根据招聘有关理论知识，针对KT公司在招聘工程中遇到这些问题的不足提出改善建议，并通过完善招聘制度来促进KT公司日后更好的发展，使公司的招聘工作得到更好的实施。关键词：招聘系统化人才竞争ABSTRACTPeople are the foundation of all corporate activities.Only by ensuring access totalents can a company's production capacity maintain a steady growth.With theincreasingly fierce competition for talents,whether an enterprise has a set of highlyresponsive,flexible and complete recruitment management systems determineswhether an enterprise has the ability to efficiently absorb talents in the market.Basedon the introduction of recruitment-related concepts and theories,this article draws onthe content of recruitment later,with KT as the starting point.In recent years,KT hasdeveloped rapidly and has continuously expanded its staff size,but the company'srecruitment work has not kept up with the company's strategic development,andproblems related to recruitment have continued to emerge.This article explores andanalyzes the strategies needed to improve the recruitment management system froman objective and comprehensive perspective,and takes a deeper look at therecruitment system of Heyuan Meinian Great Health Management,from the actualsituation of enterprise operation management as a starting point and internshipexperience And mode,it is found that in the recruitment process.the lack of recruiters'ability and the lack of clear positioning of recruitment positions because therecruitment system is not perfect,it is difficult to have an advantage in talentcompetition.According to the relevant theoretical knowledge of recruitment,and putforward improvement suggestions for the problems encountered by KT companies inthe recruitment project,and improve the recruitment system to promote the futuredevelopment of KT companies,and make the company's recruitment work better.KEY WORDS:Recruitment Systematic Talent Competition目录二、相关概念界定(一)招聘的概念(二)招聘的意义及原则三、KT公司简介及其员工招聘现状(一)公司简介33四、KT公司招聘具体存在的问题3(一)招聘专员缺乏专业知识，能力不足....3(二)招聘工作缺乏系统规范...4(三)招聘岗位人才需求缺乏明确定位...4(四)招聘渠道单一，招聘信息不畅.·56五、KT公司员工招聘问题的解决对策7(一)设立专门招聘小组，提高招聘人员素质·78(三)合理定位人才需求，明确招聘标准9(四)选择合适的招聘渠道910六、总结参考文献1113