I 摘要 人才是我国经济发展的基础，是企业实现经营效益的重要资产。近年来，国 内人口红利逐渐消失，企业人才招聘压力加剧，猎头行业迎来发展机会。与此同 时，内推、互联网等招聘渠道不断发展，必然对猎头行业造成冲击。如何提升猎 头公司的客户招聘有效性，更高效地帮助企业客户解决人才招聘问题，是猎头公 司亟需解决的问题。 在这样的背景下，A 猎头公司应该如何以客户招聘有效性评价相关理论为指 导，构建客户招聘有效性评价体系，制定客户招聘有效性提升策略，促进公司发 展具有重要意义。 基于猎头公司客户招聘有效性的视角，对相关理论与 A 猎头公司招聘业务 现状进行研究，对构建客户招聘有效性指标体系的必要性进行分析，在界定了招 聘有效性概念的基础上，采用文献研究法和专家打分法，对客户招聘有效性评价 指标进行了选取。结合专家意见，确定了客户招聘有效性指标评价标准和等级。 用层次分析法，构建了客户招聘有效性评价指标体系，按照目标层、准则层、方 案层三层建立客户招聘有效性指标集，结合专家对指标重要程度打分的情况，构 建了判断矩阵，采用求和方法计算出指标权重。用模糊层次分析法，选择了 A 猎 头公司的三家客户，进行招聘有效性评价，并对招聘有效性评价的结果进行分析， 进一步找出指标体系存在的问题和改善的空间，并提出了改进建议。 文章不仅可对其他同类企业提供有益的参考。其中的很多分析思路和观点还 可以为处于类似环境背景下的其他行业企业提供借鉴和参考。有十分重要的现实 意义和借鉴意义。 关键词：猎头公司；客户招聘；招聘有效性Abstract III Abstract Talent is the foundation of economic development of our country, it is the important asset that the enterprise realizes management benefit. In recent years, the demographic dividend of China has gradually disappeared, the pressure on enterprise talent recruitment has intensified. There are great opportunity for the headhunting industry. At the same time, the continuous development of recruitment channels such as internal promotion and Internet is bound to impact the headhunting industry. How to improve the effectiveness of headhunting company's customer recruitment that it can help enterprise customers solve the problem of talent recruitment more effectively is an urgent problem for headhunting company to solve. In this context, it is of great significance for headhunting company A to establish customer recruitment effectiveness evaluation system, formulate strategies for improving the effectiveness of customer recruitment and promote the development of the company under the guidance of relevant theories of customer recruitment effectiveness evaluation. Based on the perspective of the effectiveness of recruitment of headhunters, this paper studies relevant theories and the current situation of recruitment business of headhunting company A on the basis of defining the concept of the effectiveness of recruitment, and this paper analyzes the necessity of constructing the effective index system of customer recruitment, the evaluation indexes of the effectiveness of recruitment of clients are selected by literature research method and expert scoring method. According to the expert opinions, the evaluation standard and grade of customer recruitment effectiveness index are determined. With the analytic hierarchy process (ahp) method, an evaluation index system for the effectiveness of customer recruitment was established. A set of indicators for the effectiveness of customer recruitment was set up in accordance with the three layers of target layer, criterion layer and scheme layer. In addition, a judgment matrix was constructed based on the experts' grading of the importance of indicators. Using fuzzy analytic hierarchy process (fahp), three clients of headhunting company A were selected to evaluate the effectiveness of recruitment, and the results of the evaluation of the effectiveness of recruitment were analyzed to further find out the problems existing in the index system and the space for improvement, and put forward suggestions for improvement. Not only this paper provides beneficial reference to other similar enterprises, but also many of the analysis ideas and opinions in this paper can be used as reference for other industry enterprises in similar environment. Meanwhile, it has very important practical significance and reference significance.北京工业大学工商管理硕士专业学位论文 IV Keywords: Headhunting company, Client recruitment, Client recruitment effectiveness.目 录 V 目录 摘要.............................................................................................................................I Abstract.......................................................................................................................III 第 1 章 绪 论..............................................................................................................1 1.1 研究背景........................................................................................................1 1.1.1 企业招聘合格员工日益困难..............................................................1 1.1.2 高端猎头行业发展迎来机会..............................................................1 1.1.3 A 猎头公司发展机遇与挑战并存......................................................4 1.2 研究意义........................................................................................................7 1.2.1 丰富人力资源招聘理论的应用研究..................................................7 1.2.2 增强 A 猎头公司客户招聘的交付能力.............................................7 1.2.3 增强 A 猎头公司的行业竞争力.........................................................7 1.3 国内外研究现状............................................................................................8 1.3.1 招聘的国内外研究现状......................................................................8 1.3.2 招聘有效性的国内外研究现状..........................................................9 1.3.3 招聘有效性评价的国内外研究现状................................................ 11 1.4 研究的内容与思路......................................................................................12 1.5 研究方法......................................................................................................13 第 2 章 相关理论与 A 猎头公司客户招聘业务现状.............................................15 2.1 招聘有效性概念界定..................................................................................15 2.2 招聘有效性相关理论..................................................................................15 2.2.1 胜任力理论........................................................................................15 2.2.2 人岗匹配理论....................................................................................18 2.2.3 人员素质测评理论............................................................................18 2.3 A 猎头公司客户招聘业务现状..................................................................19 2.3.1 A 猎头公司客户招聘的规模............................................................19 2.3.2 A 猎头公司客户招聘的岗位............................................................20 2.3.3 A 猎头公司客户招聘的渠道............................................................22 2.3.4 A 猎头公司客户招聘的流程............................................................22 2.4 客户招聘有效性评价指标体系现状及构建的必要性..............................23 2.4.1 A 猎头公司客户招聘有效性评价体系现状....................................23 2.4.2 现有客户招聘有效性评价体系存在的问题....................................24 2.4.3 客户招聘有效性评价体系构建的必要性........................................24 2.5 本章小结......................................................................................................23北京工业大学工商管理硕士专业学位论文 VI 第 3 章 A 猎头公司客户招聘有效性评价指标选取..............................................27 3.1 评价指标选取原则......................................................................................27 3.1.1 系统性原则..........................................................................................27 3.1.2 科学性原则.........................................................................