摘要:随着时代的发展，人力资源已成为企业的第一生产力。现在的80后已经逐渐成为员工市场的生力军。招聘处于企业人力资源管理的源头，招聘的好坏有时候与企业的成败直接挂钩，企业的发展也与招聘的结果有着重要的联系。80后员工是在改革开放这样的特殊背景下成长起来的，他们在实际的企业人力资源管理中出现了一些问题，例如随意散漫缺少纪律性、对企业缺乏忠诚度、频繁跳槽等。因此对于这些具有“个性”的80后员工，如何招聘、管理好他们也是现在企业可持续发展的重要基础。本文试图从社会经济和劳动力市场因素、企业因素以及个人因素三个方面探讨80后人才流失的原因，为了树立企业良好的形象、充分利用企业资源等，着重从企业招聘这块入手，分析企业招聘80后人才过程中存在的招聘体系不规范、招聘流程不合理、招聘人员不够专业等问题，从而提出进行合理的岗位分析、规范招聘流程等对策，缓解80后人才流失，使企业能够更好更快地发展。

关键词： 80后；人才流失；招聘

Abstract:With the development of the society, human resource has become the first productive forces of the enterprise. Now the Post-80's employees have become the main force of the market. Recruitment is at the beginning of human resource management and the quality of recruitment is directly related to the development and success of the enterprises. Because they have been growing up in the background of reforming and opening up, many problems have also been appearing in human resource management such as discipline to the enterprises, a lack of loyalty and frequent job-hopping. So for that Post-80's with individual personalities, how to recruit and manage them is an important basis for sustainable development of the enterprises. In the paper, From the aspects of social economy，labor market factors,enterprises factors and personal factors, I will explore the reseaons why the Post-80's employees take up a high percentage of turnover rate. In order to improve the good image of enterprises and make full use of the enterprise resources, I will focus on the recruitment progress of enterprises to put forward some suggestions which are respectively analyzed the problems about the non-standard recruitment system, the unreasonable recruitment process and the unprofessional recruiters ,so that I hope we can find some way like a reasonable job analysis, regulate the recruitment process to ease the loss of the Post-80's employees and enterprises can achieve a better and faster development.

Key words: Post-80's；Brain Drain；Recruitment