员工招聘风险防范的经济学分析  

Economics Analysis of Avoiding the Risk of Employee Recruitment

作　　者：孙会[1] 于惠川[1] 孙建平[2] 

机构地区：[1]辽宁石油化工大学经济管理学院,辽宁抚顺113001 [2]徐州广播电视大学经济管理系,江苏徐州222005

出　　处：《辽宁石油化工大学学报》2004年第4期86-89,共4页Journal of Liaoning Petrochemical University

摘　　要：　企业与求职者之间关于求职者能力认知的信息不对称导致企业面临两种逆选择风险。这两种风险都会给企业带来显著的费用增加和机会损失。从经济学角度,运用相应的数学模型,讨论了避免招聘风险的3项具体措施———增加信息对称程度、确定合理的雇佣标准、采取相应措施改善求职者能力的分布,并评价不同措施的有效性。每一家需要招聘的企业都希望招聘的成本———效益最好并且在招聘时尽可能增加合适的求职者所占的比例,最大限度的减少筛选成本,这就要求企业在招聘过程中应采用上述措施来规避招聘风险,减弱信息不对称带来的不利影响,从而使企业在激烈的市场竞争中获得竞争优势。Asymmetric information about understanding applicants'ability between enterprise and job applicants leads to two kinds of risks of adverse selection that the enterprise has to face. Both risks bring the remarkable increased expenses and the opportunity loss to the enterprise. From the view of economics, applying relevant mathematical model, three concrete measures of avoiding the recruitment risks, raising the symmetrical degree of messages, determining the reasonable hiring criterion and taking the relevant measures to improve capability distribution of job seekers, were discussed. At the same time, the effectiveness of different measures was evaluated. Every enterprise to recruit employees hopes to have the best cost - benefit result, increase the proportion of appropriate job applicants as far as possible, and decrease the selecting cost to the full extent. It is required that the enterprise take above measures to avoid risks of recruiting employees, and decrease the harmful influence from asymmetric information. Thus, the enterprises can obtain advantages in the intense market competition.

关 键 词：招聘风险 经济学分析 信息不时称 

分 类 号：F272.92[经济管理—企业管理]