年底將至，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，實際上原因有3個方面，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、先發制人

1. Preemptive strike

有做過招聘工作的HR都會發現一個比較淺顯的市場規律，就是往往在春節過后，就會出現很多行業的員工密集的跳槽現象。之所以HR會在過年之前才會比較認真地招聘新員工，是因為要給企業提前開始建立人才的儲備，從而達到“先發制人”的目的。而在春節后的招聘期間,若HR做好人才儲備的工作，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、穩定員工

2. Stable employees

春節過后的跳槽高峰期，其實也可以稱作為“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防和反制的工作。所以對于企業來說,并非只有新員工才算招聘,做好老員工的留人工作，其實是屬于更加高效的招聘能力之一因此HR若想要在招聘新員工時節省相應的費用，那么學會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、需求系統化

3. Systematization of requirements

HR在年底招聘新員工時，除了知悉上述兩種以外，在招聘工作方面的發力點,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:可以和企業的高層進行對明年的經營計劃和招聘預算進行溝通,了解未來對于人才的需求是怎樣的，以及與各個部門進行對員工狀況的溝通，了解是否有新的人事變動等。同時HR需要知道的是:招聘工作不應該出現的情況是“臨時因為這會使招聘工作很難融會貫通，從而導致員工的流動率過高。例如:一旦用人部門將用人需求臨時交給HR開展招聘工作，意味著HR需要臨F準碧直推招聘所需的流程、臨時尋找求職者、臨時篩選候選人以及臨時面

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