基于降低员工离职率的招聘流程优化策略研究——以EF教育集团课程顾问岗为例

Research on Recruitment Process Optimization Strategy Based on Reducing Employee Turnover Rate—Take the Course Consultant Post of EF Education Group as an Example

员工的离职率低,稳定性强才能为公司的长期发展提供充足稳定的人才保障。确保招聘工作的顺利开展才能从源头上降低员工离职率。本文以EF教育集团课程顾问岗为研究案例,采用文献研究法、实地调研法和访谈法等方法进行调研,发现EF教育集团招聘端口存在招聘流程不系统,不规范问题,导致入职后员工稳定性偏低、离职率较高。并在此基础上提出优化建议,以期为类似企业提供有价值的参考。

As the core competitiveness of enterprises, human resources have always affected the survival and development of major enterprises. The employee turnover rate is low and the stability is strong, which can provide sufficient and stable talent protection for the company’s long-term development. Recruitment is the most important part of human resources. It is the company's development to solve the problem of employee turnover rate from the source Internal needs. In this context, this article takes EF Education Group’s curriculum consultant post as a research case, and analyzes the current recruitment status of EF Education Group. At the same time, it uses literature research methods, field research methods and interview methods to investigate and find that EF in the recruitment portal of the Education Group, the recruitment process is not systematic and standardized, resulting in a situation where the stability of employees in the later period is low and the turnover rate is high. In response to this problem, combined with practice and recruit-ment-related theories, targeted solutions and optimization suggestions were proposed to effectively reduce the turnover rate of employees of the enterprise. This study aims to provide a valuable reference for problem solving in the recruitment process of similar companies.