年底将至，不少HR在年底开展招聘新员工的工作，但有部分人员不太理解HR为何不在金三银四或者金九银+招聘新员工，实际上原因有3个方面，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、先发制人

1. Preemptive strike

有做过招聘工作的HR都会发现一个比较浅显的市场规律，就是往往在春节过后，就会出现很多行业的员工密集的跳槽现象。之所以HR会在过年之前才会比较认真地招聘新员工，是因为要给企业提前开始建立人才的储备，从而达到“先发制人”的目的。而在春节后的招聘期间,若HR做好人才储备的工作，那么往往是能够比较快速地招到合适的人员，从而不用陷入长期招不到人才的“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、稳定员工

2. Stable employees

春节过后的跳槽高峰期，其实也可以称作为“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，取决于自己在上一年的期间，是否有做好人才流失的预防和反制的工作。所以对于企业来说,并非只有新员工才算招聘,做好老员工的留人工作，其实是属于更加高效的招聘能力之一因此HR若想要在招聘新员工时节省相应的费用，那么学会留住员工就显得很重要。

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、需求系统化

3. Systematization of requirements

HR在年底招聘新员工时，除了知悉上述两种以外，在招聘工作方面的发力点,还可以通过沟通的方式来着手。

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:可以和企业的高层进行对明年的经营计划和招聘预算进行沟通,了解未来对于人才的需求是怎样的，以及与各个部门进行对员工状况的沟通，了解是否有新的人事变动等。同时HR需要知道的是:招聘工作不应该出现的情况是“临时因为这会使招聘工作很难融会贯通，从而导致员工的流动率过高。例如:一旦用人部门将用人需求临时交给HR开展招聘工作，意味着HR需要临F准碧直推招聘所需的流程、临时寻找求职者、临时筛选候选人以及临时面

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