招聘是人力资源管理的关键环节之一，对企业人力资源健康发展有着举足轻重的作用。招聘能否有效开展关乎企业的持续发展，好的招聘运营有助于企业生存与员工发展的双赢。完善的招聘流程包含招聘规划、需求分析、人才选拔、笔试及面试评估、录用谈判及人选背景调查等环节，招聘结果的好坏与这几个环节的实施效果息息相关。一套完善的招聘流程，有利于提升招聘效果，促进企业人才战略的实现，进而稳固企业在市场竞争中的地位。

本文选取并购后D公司为研究对象，基于对国内外招聘理论及案例情况的分析，以人-组织匹配理论和六西格玛DMAIC流程优化模型为指导思路，通过对并购后D公司近三年47份离职反馈数据的统计分析和6位员工访谈，总结出招聘流程周期长，简历少、招聘渠道单一，新员工不稳定、离职率高，面试官水平参差不齐，缺乏招聘效果评估环节等问题，针对流程中出现的问题，运用鱼骨图分析法探究其背后主要原因是对招聘工作的认识不到位、招聘制度不健全、招聘流程不科学以及缺乏有效的人才评价等四大方面，随之提出从人-组织匹配的角度招聘适合的人才而非高学历人才，加强招聘渠道和试用期管理，加强面试官选拔与培训，增加候选人背景调查，减少冗余的招聘审批环节，完善招聘效果评估等优化措施，同时推进组织文化与雇主品牌建设，提升招聘人员的素养与专业知识，完善培训和人才发展机制等举措来保障招聘流程的规范化及高效性。通过招聘流程的优化方案和保障措施，为D公司招聘工作的高效开展提供实践指引，改善招聘效果，促进企业人才战略和发展战略的实现。

Recruitment plays a decisive role in the healthy development of human resources. Effective recruitment can promote the sustainable development of the enterprise,andcan achieve a win-win situation between the enterprise and employees. The full recruitment process includes recruitment planning, demand analysis, candidate selection, written and interview evaluation, offer negotiation and background check. An excellent recruitment process is conducive to the improvement of recruitment effect,promote the realization of enterprise talent strategy and then stabilize the enterprise's position in the market competition.

This paper selects D company after M&A as the research object,based on recruitment theories and cases at home and abroad, and guided by the theory of person-organization matching and the Six Sigma DMAIC process optimization model, through analysis of 47 resignation feedback data of Company D in the past three years and interviews with 6 employees, it is concluded that the currentrecruitment process has a long cycle, the lack of recruitment effect evaluation link and other issues. Then use the fishbone diagram analysis method to explore the reasons are inadequate understanding of the recruitment work, unscientific recruitment process and lack of effective talent evaluation. Therefore, recruit suitable talents from the perspective of person-organization matching rather than highly educated talents, strengthen the management of recruitment channels and other measures,at the same time, promote the organizational culture and strengthen the brand building of employer, strengthen the quality and professional knowledge of recruiters, improve learning and development mechanism to ensure the efficiency of the recruitment process.Through the optimization scheme and guarantee measures of recruitment process, it provides practical guidance for the efficient implementation of recruitment work of Company D, improve the recruitment effect, and ultimately boosts the realization of thetalent strategyand development strategy of Company D.