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Abstract. Human resources is one of the important aspects of an enterprise survival and development.The competition of an enterprise is ultimately a competition of human resources. It is no exaggeration to say that human resources are the core strength of an enterprise survival and development. If there is no good human resources， then the business may be just a shell， no pillars and core development， then it can not go on long-term development. With the development of international ， multinational companies continue to grow， the demand for human resources is placed in a prominent position. Human resources management including human resource planning， human resources recruitment and selection， training and development of human resources， human resources performance management， compensation of human resources， labor relations. This paper studies the recruitment and selection of human resources， and Alibaba， for example， described in detail the meaning of the recruitment and selection methods and the role in order to provide a theoretical reference for future research and business recruitment.
Keywords： human resources， recruitment and selection
1 Standard and Meaning of Human Resources Recruitment and Selection process
1.1 The Meaning of Human Resources Recruitment and Selection
Recruitment refers to the employer to find possible sources of qualified staff， and to attract them to the applicant organization and make hiring process. Job recruitment and selection can be divided into two phases[1]. Selection is through the use of certain tools and means to recruit job seekers to identify and study， to distinguish their personality characteristics and skill levels， predict their future job performance， and ultimately pick out the needs of the organization to fill appropriate vacancies activities.
Also according to the recruitment of certain basis， there are two general corporate basis： First， set up recruitment positions， the second is the statement of work. Based on these two companies according to their own needs and for competency to be sure recruiters to find the talents in line with business requirements[2] . In selecting must grasp points： First， we must evaluate the candidate's knowledge， skills and personality； predict future performance candidates in the organization； Second， conditions of employment as the basis， the most appropriate person who is not necessarily the best. Only with good recruitment and selection of the basis and conditions can you find a more suitable talent for the organization 1.2 The Standard of Human Resources Recruitment and Selection
Personnel selection is the process by which companies decide who will or will not be allowed into organizations Several generics standards should be met in any selection process We focus on five：.. （1） reliability， （2） validity， （3） generalizability， （4） utility， and （5） legality. The first four build off each other in the sense that the preceding standard is often necessary but not sufficient for the one that follows[3] . This is less the case with legal standards. However， a thorough understanding of the first four standards helps us understand the rationale underlying many legal standards.
Reliability means the consistency of a performance measure； the degree to which a performance measure is free from random error Validity means the extent to which a performance measure assesses all the relevant-and only the relevant-aspects of job performance Validity contains two parts： criterion-related validation and content validation Generalizability means the degree to which the validity of a selection method established in one context extends to other contexts Utility means the degree to which the information provided by selection methods enhances the effectiveness of selecting personnel in real. organizations. The final standard that any selection method should adhere to is legality. All selection methods should conform to existing laws and existing legal precedents[4] .
2 Methods and Procedures and Significance of Human Resources Recruitment and Selection
2.1 Methods and Procedures of Human Resources Recruitment and Selection
Recruitment of human resources through the following methods： talent exchange centers， recruitment talks， traditional media， online recruitment， campus recruitment， employee referrals， talent hunt and so on. These methods should be based on the specific circumstances of the company and the company's use of selective recruitment of staff， to find a way for the company， as the company seeks to recruit the right talent.
The recruitment of human resources is not a easy job to recruit people can come in， but through a series of rigorous procedures to delete selected layers before the company needs to recruit talent[5]. With international development， international talent demand increase， this paper briefly describes an example multinational recruitment procedures.
First， senior management recruitment[6]： 1 preliminary interview. Usually chaired by the Human Resources Manager， via two-way communication， access to relevant candidates academic， training， relevant work experience， hobbies， and other information on the duties expectations ， while also making the candidates for the company's current situation and the company's future candidates expect to have a general understanding， and then give you the interviewer scoring to determine the list of interviews the next round. 2 standardized tests. Chaired by the Company's external psychologists， learn more about the candidates pass the test of basic competency and personality characteristics， including its basic intelligence， cognitive methods. 3 emulation test. Candidates as a group， according to the work often encounter problems， the team members take turns playing different roles in order to test the ability to deal with real problems. Then the composition of the group of executives to evaluate candidates assessment， proposed hiring opinion， It normally takes about two days. Recruitment of human resources is generally the same methods described above， but do not make a group decision executives， as the person using the specific methods and procedures[7] . 2.2 Significance of Human Resources Recruitment and Selection
Since ancient times， whether it is to govern the country or enterprises have always firmly believed that " popular person in the world， only accomplish great good[8]." This timeless truth. The development of modern enterprises still can not do without talent， talent is the cornerstone of human resources and one of the most important resources for enterprise development. Now the competition is ultimately enterprise talent competition， talent is the first one. Therefore， enterprises should pay attention to recruitment and selection of human resources， recruiting talent， not only can improve the production and management capabilities to create more wealth， but also enhance their competitiveness in the market， do not stand in the market defeat of the land， allows companies to develop long-term stability[9].
3 Situation of Human Resources Recruitment and Selection
Currently， recruitment has become the most important source of new business personnel. But there are also some not hiring full place[10] .
（1） On recruitment methods， different organizations adopt different recruitment methods， and depending on the object and recruitment companies take different forms. Such as taking the form of media advertising[11]， online recruitment forms， etc.， a variety of ways， but there is no particular right way， you need to always update. According to the survey， Chinese enterprises commonly used in staff recruitment channels are summarized in the following table[13]：
（2） In personnel selection methods， almost all businesses are to interview candidates and use tables， the lack of comparative norms stringent recruitment methods， but also the lack of professional recruiters， which makes recruitment results are not optimal， it is may be inappropriate to businesses to hire employees， wasting time and energy， and human and financial resources[12].
（3） recruitment and selection in the system， many companies have developed strict rules and regulations， but there are still those who do not act according to the rules and regulations， which may cause confusion in the market， which should be the relevant departments.
4 Ali Baba case analysis
4.1 Introduction Ali Baba story
The former president of Ali Baba Jack Ma has said， he made a mistake： just venture Ali Baba， Ma and his partner struggle day and night， and later expand the scale of the need to recruit some talent， Ma always believed that the partner is not suitable for high tubes， these senior management positions need to recruit from outside. Ma really is the result of hiring managers from outside， he thinks these managers are the elite， because they are top students， not the MBA degree， is the turtle. Later， however， he found that he was wrong， and some of these external recruiting top students not to leave the company， is no experience of actual combat. It is precisely these partners also worked hard， hard. In fact， sometimes education is not everything， it is the sense of responsibility and mission to make e employees more outstanding[15]. 4.2 Ali Baba recruitment selection method
Recruitment in our country， almost all similar， is nothing more than a different way to take. In the recruitment process， focusing on what our business is also very clear. Ali Baba in the method may be used when recruiting and other companies are similar， but his focus is different from other companies. Ali Baba in the recruitment， selection and think， integrity first. If a person without good faith， how can he loyalty， how can conscientious responsible for how the authority can establish a good service to the people. Honesty is a standard selection of Ali Baba， which is helpful to the selection of high-quality people[16]. Secondly， the selection of personnel Ali Baba emphasis ethics. We know that our behavior can be bound by a moral law is the law can not solve all the problems， some issues need to solve by the moral and conscience， which also determines the moral status. Good work ethic， is that each of us should establish， but will inevitably encounter people who do not have professional ethics in the recruitment， which requires spotted the talent in the recruitment， recruit talent. There is now particularly fond of young people quit when Ali Baba recruitment， job-hopping is not to love people. These people are generally not reliable， no patience and enthusiasm， is not as big of [17] .
Ali Baba tells us that we can only consider a candidate's qualifications， background， when recruiting employees， more candidates may also consider the quality and capacity.
5 Conclusion
Human resources recruitment and selection is not a simple matter， in order for businesses to hire the right people， to consider all aspects. Our human resources recruitment and selection needs further improvement and legalization， employment norms， those responsible pay for labor.
References
[1] Kwan， Paula，Walker， Allan. Are We Looking through the Same Lens？ Principal Recruitment and Selection. International Journal of Educational Research， v48 n1 p51-61 2009.
[2] Recruitment and selection in enterprises Windolf， Paul 1982.
[3] Recruitment and selection in the labour market. Windolf， Paul； Wood， Stephen 1988
[4] Internship： A Recruitment and Selection Perspective Zhao， Hao； Liden， Robert C. 2011
[5] Graduate Recruitment and Selection Practices in Small Businesses. Stewart， Jim； Knowles， Vanessa 2000
[6] Anticipatory Socialisation： The Effect of Recruitment and Selection Experiences on Career Expectations. Scholarios， Dora； Lockyer， Cliff； Johnson， Heather 2003 [7] The Role of Communication in Recruitment and Selection in Australia Daly， Amanda； Barker， Michelle Carmel； McCarthy， Paul
[8] The views of managers and recruitment specialists in relation to migrants' opportunities in recruitment and selection processes in Australia Daly， AJ； Barker， MC； McCarthy， P
[9] Improvements in recruitment processes： selection of employees with online tests and the Big Five personality model Satow， Lars； Duale Hochschule Baden-Württemberg Ravensburg
[10] Employee selection and work engagement： do recruitment and selection practices influence work engagement？ Gill， David S
[11] Selection and Interview Procedures at a Multinational Company Burgess-Wilkerson， Barbara 2008
[12] The Right Person for the Job. Using Occupational Testing To Improve Recruitment and Selection. Waters， Sue； Winterstein， Mani 1991
[13] Ma Jianmin， Zhang Xu， Jiang Wei， the Secretary， the status quo of China's human resource management survey and analysis， human resource development of China， 2004.6
[14] A.E. Barber.Recruiting Employees： Individual and Organizational Perspectives.Sage， Stuttgart （1998）
[15] M.J. Kavanagh， H.G. Gueutal， S.I. Tannenbaum.Human Resource Information Systems： Development and Application.PWS-KENT， Thousand Oaks， CA （1990）
[16] K.S. Ball.The use of human resource information systems： A surveyPersonnel Review， 30 （5/6） （2001）， pp. 677–693
[17] R.H. Sprague.A framework for the development of decision support systems.MIS Quarterly， 4 （1980）， pp. 1–26
[18] R.H. Bonczek， C.W. Holsapple and A.B. Whinston， Foundations of Decision Support Systems， Academic， New York.
[19] E. Turban， J.E. Aronson.Decision Support Systems and Intelligent Systems.（Sixth Edition）Prentice Hall， Boston， MA （2001）
[20] R.J. Niehaus.Evolution of the strategy and structure of a human resource planning DSS application.Decision Support Systems， 14 （1995）， pp. 187–204
[21] M. Bellone， M. Merlino， R. Pesenti.ISPM： A DSS for personnel career management.Decision Support Systems， 15 （1995）， pp. 219–227
[22] P.R. Mohanty， S.G. Deshmukh.Evolution of a decision support system for human resource planning in a petroleum company.International Journal of Production Economics， 51 （1997）， pp. 251–261
[23] T.M. Vitodo， R.J. Vance.STEP-UP： Decision-support system for transforming the dislocated US defense workforce.Interfaces， 32 （4） （2002）， pp. 75–83
[24] Ren Qiaohong .Human Resources recruitment and selection study [D]. Tianjin University， 2005.
[25] Shen Fang. SP effectiveness of R & D personnel selection research [D]. Shanghai Jiaotong University， 2007.
[26] Li jian. Modern enterprise human resources recruitment system research [D]. Shenyang University of Technology， 2003.
[27] Liu Zhaotong .Empirical research network of human resources recruitment [D]. Nanjing University， 2007.
[28] Liu Sheng. Study [D] competency-based human resource management staff selection system. Hehai University， 2007.
[29] Zhou Qin. Economic effects of human resource recruitment information asymmetry analysis [D]. Dongbei University of Finance and Economics， 2007.
[30] Wang Nina.Modern enterprise human resources recruitment problems study [J]. Weifang Higher Vocational Education，2008，03：71 -73 +80.
Keywords： human resources， recruitment and selection
1 Standard and Meaning of Human Resources Recruitment and Selection process
1.1 The Meaning of Human Resources Recruitment and Selection
Recruitment refers to the employer to find possible sources of qualified staff， and to attract them to the applicant organization and make hiring process. Job recruitment and selection can be divided into two phases[1]. Selection is through the use of certain tools and means to recruit job seekers to identify and study， to distinguish their personality characteristics and skill levels， predict their future job performance， and ultimately pick out the needs of the organization to fill appropriate vacancies activities.
Also according to the recruitment of certain basis， there are two general corporate basis： First， set up recruitment positions， the second is the statement of work. Based on these two companies according to their own needs and for competency to be sure recruiters to find the talents in line with business requirements[2] . In selecting must grasp points： First， we must evaluate the candidate's knowledge， skills and personality； predict future performance candidates in the organization； Second， conditions of employment as the basis， the most appropriate person who is not necessarily the best. Only with good recruitment and selection of the basis and conditions can you find a more suitable talent for the organization 1.2 The Standard of Human Resources Recruitment and Selection
Personnel selection is the process by which companies decide who will or will not be allowed into organizations Several generics standards should be met in any selection process We focus on five：.. （1） reliability， （2） validity， （3） generalizability， （4） utility， and （5） legality. The first four build off each other in the sense that the preceding standard is often necessary but not sufficient for the one that follows[3] . This is less the case with legal standards. However， a thorough understanding of the first four standards helps us understand the rationale underlying many legal standards.
Reliability means the consistency of a performance measure； the degree to which a performance measure is free from random error Validity means the extent to which a performance measure assesses all the relevant-and only the relevant-aspects of job performance Validity contains two parts： criterion-related validation and content validation Generalizability means the degree to which the validity of a selection method established in one context extends to other contexts Utility means the degree to which the information provided by selection methods enhances the effectiveness of selecting personnel in real. organizations. The final standard that any selection method should adhere to is legality. All selection methods should conform to existing laws and existing legal precedents[4] .
2 Methods and Procedures and Significance of Human Resources Recruitment and Selection
2.1 Methods and Procedures of Human Resources Recruitment and Selection
Recruitment of human resources through the following methods： talent exchange centers， recruitment talks， traditional media， online recruitment， campus recruitment， employee referrals， talent hunt and so on. These methods should be based on the specific circumstances of the company and the company's use of selective recruitment of staff， to find a way for the company， as the company seeks to recruit the right talent.
The recruitment of human resources is not a easy job to recruit people can come in， but through a series of rigorous procedures to delete selected layers before the company needs to recruit talent[5]. With international development， international talent demand increase， this paper briefly describes an example multinational recruitment procedures.
First， senior management recruitment[6]： 1 preliminary interview. Usually chaired by the Human Resources Manager， via two-way communication， access to relevant candidates academic， training， relevant work experience， hobbies， and other information on the duties expectations ， while also making the candidates for the company's current situation and the company's future candidates expect to have a general understanding， and then give you the interviewer scoring to determine the list of interviews the next round. 2 standardized tests. Chaired by the Company's external psychologists， learn more about the candidates pass the test of basic competency and personality characteristics， including its basic intelligence， cognitive methods. 3 emulation test. Candidates as a group， according to the work often encounter problems， the team members take turns playing different roles in order to test the ability to deal with real problems. Then the composition of the group of executives to evaluate candidates assessment， proposed hiring opinion， It normally takes about two days. Recruitment of human resources is generally the same methods described above， but do not make a group decision executives， as the person using the specific methods and procedures[7] . 2.2 Significance of Human Resources Recruitment and Selection
Since ancient times， whether it is to govern the country or enterprises have always firmly believed that " popular person in the world， only accomplish great good[8]." This timeless truth. The development of modern enterprises still can not do without talent， talent is the cornerstone of human resources and one of the most important resources for enterprise development. Now the competition is ultimately enterprise talent competition， talent is the first one. Therefore， enterprises should pay attention to recruitment and selection of human resources， recruiting talent， not only can improve the production and management capabilities to create more wealth， but also enhance their competitiveness in the market， do not stand in the market defeat of the land， allows companies to develop long-term stability[9].
3 Situation of Human Resources Recruitment and Selection
Currently， recruitment has become the most important source of new business personnel. But there are also some not hiring full place[10] .
（1） On recruitment methods， different organizations adopt different recruitment methods， and depending on the object and recruitment companies take different forms. Such as taking the form of media advertising[11]， online recruitment forms， etc.， a variety of ways， but there is no particular right way， you need to always update. According to the survey， Chinese enterprises commonly used in staff recruitment channels are summarized in the following table[13]：
（2） In personnel selection methods， almost all businesses are to interview candidates and use tables， the lack of comparative norms stringent recruitment methods， but also the lack of professional recruiters， which makes recruitment results are not optimal， it is may be inappropriate to businesses to hire employees， wasting time and energy， and human and financial resources[12].
（3） recruitment and selection in the system， many companies have developed strict rules and regulations， but there are still those who do not act according to the rules and regulations， which may cause confusion in the market， which should be the relevant departments.
4 Ali Baba case analysis
4.1 Introduction Ali Baba story
The former president of Ali Baba Jack Ma has said， he made a mistake： just venture Ali Baba， Ma and his partner struggle day and night， and later expand the scale of the need to recruit some talent， Ma always believed that the partner is not suitable for high tubes， these senior management positions need to recruit from outside. Ma really is the result of hiring managers from outside， he thinks these managers are the elite， because they are top students， not the MBA degree， is the turtle. Later， however， he found that he was wrong， and some of these external recruiting top students not to leave the company， is no experience of actual combat. It is precisely these partners also worked hard， hard. In fact， sometimes education is not everything， it is the sense of responsibility and mission to make e employees more outstanding[15]. 4.2 Ali Baba recruitment selection method
Recruitment in our country， almost all similar， is nothing more than a different way to take. In the recruitment process， focusing on what our business is also very clear. Ali Baba in the method may be used when recruiting and other companies are similar， but his focus is different from other companies. Ali Baba in the recruitment， selection and think， integrity first. If a person without good faith， how can he loyalty， how can conscientious responsible for how the authority can establish a good service to the people. Honesty is a standard selection of Ali Baba， which is helpful to the selection of high-quality people[16]. Secondly， the selection of personnel Ali Baba emphasis ethics. We know that our behavior can be bound by a moral law is the law can not solve all the problems， some issues need to solve by the moral and conscience， which also determines the moral status. Good work ethic， is that each of us should establish， but will inevitably encounter people who do not have professional ethics in the recruitment， which requires spotted the talent in the recruitment， recruit talent. There is now particularly fond of young people quit when Ali Baba recruitment， job-hopping is not to love people. These people are generally not reliable， no patience and enthusiasm， is not as big of [17] .
Ali Baba tells us that we can only consider a candidate's qualifications， background， when recruiting employees， more candidates may also consider the quality and capacity.
5 Conclusion
Human resources recruitment and selection is not a simple matter， in order for businesses to hire the right people， to consider all aspects. Our human resources recruitment and selection needs further improvement and legalization， employment norms， those responsible pay for labor.
References
[1] Kwan， Paula，Walker， Allan. Are We Looking through the Same Lens？ Principal Recruitment and Selection. International Journal of Educational Research， v48 n1 p51-61 2009.
[2] Recruitment and selection in enterprises Windolf， Paul 1982.
[3] Recruitment and selection in the labour market. Windolf， Paul； Wood， Stephen 1988
[4] Internship： A Recruitment and Selection Perspective Zhao， Hao； Liden， Robert C. 2011
[5] Graduate Recruitment and Selection Practices in Small Businesses. Stewart， Jim； Knowles， Vanessa 2000
[6] Anticipatory Socialisation： The Effect of Recruitment and Selection Experiences on Career Expectations. Scholarios， Dora； Lockyer， Cliff； Johnson， Heather 2003 [7] The Role of Communication in Recruitment and Selection in Australia Daly， Amanda； Barker， Michelle Carmel； McCarthy， Paul
[8] The views of managers and recruitment specialists in relation to migrants' opportunities in recruitment and selection processes in Australia Daly， AJ； Barker， MC； McCarthy， P
[9] Improvements in recruitment processes： selection of employees with online tests and the Big Five personality model Satow， Lars； Duale Hochschule Baden-Württemberg Ravensburg
[10] Employee selection and work engagement： do recruitment and selection practices influence work engagement？ Gill， David S
[11] Selection and Interview Procedures at a Multinational Company Burgess-Wilkerson， Barbara 2008
[12] The Right Person for the Job. Using Occupational Testing To Improve Recruitment and Selection. Waters， Sue； Winterstein， Mani 1991
[13] Ma Jianmin， Zhang Xu， Jiang Wei， the Secretary， the status quo of China's human resource management survey and analysis， human resource development of China， 2004.6
[14] A.E. Barber.Recruiting Employees： Individual and Organizational Perspectives.Sage， Stuttgart （1998）
[15] M.J. Kavanagh， H.G. Gueutal， S.I. Tannenbaum.Human Resource Information Systems： Development and Application.PWS-KENT， Thousand Oaks， CA （1990）
[16] K.S. Ball.The use of human resource information systems： A surveyPersonnel Review， 30 （5/6） （2001）， pp. 677–693
[17] R.H. Sprague.A framework for the development of decision support systems.MIS Quarterly， 4 （1980）， pp. 1–26
[18] R.H. Bonczek， C.W. Holsapple and A.B. Whinston， Foundations of Decision Support Systems， Academic， New York.
[19] E. Turban， J.E. Aronson.Decision Support Systems and Intelligent Systems.（Sixth Edition）Prentice Hall， Boston， MA （2001）
[20] R.J. Niehaus.Evolution of the strategy and structure of a human resource planning DSS application.Decision Support Systems， 14 （1995）， pp. 187–204
[21] M. Bellone， M. Merlino， R. Pesenti.ISPM： A DSS for personnel career management.Decision Support Systems， 15 （1995）， pp. 219–227
[22] P.R. Mohanty， S.G. Deshmukh.Evolution of a decision support system for human resource planning in a petroleum company.International Journal of Production Economics， 51 （1997）， pp. 251–261
[23] T.M. Vitodo， R.J. Vance.STEP-UP： Decision-support system for transforming the dislocated US defense workforce.Interfaces， 32 （4） （2002）， pp. 75–83
[24] Ren Qiaohong .Human Resources recruitment and selection study [D]. Tianjin University， 2005.
[25] Shen Fang. SP effectiveness of R & D personnel selection research [D]. Shanghai Jiaotong University， 2007.
[26] Li jian. Modern enterprise human resources recruitment system research [D]. Shenyang University of Technology， 2003.
[27] Liu Zhaotong .Empirical research network of human resources recruitment [D]. Nanjing University， 2007.
[28] Liu Sheng. Study [D] competency-based human resource management staff selection system. Hehai University， 2007.
[29] Zhou Qin. Economic effects of human resource recruitment information asymmetry analysis [D]. Dongbei University of Finance and Economics， 2007.
[30] Wang Nina.Modern enterprise human resources recruitment problems study [J]. Weifang Higher Vocational Education，2008，03：71 -73 +80.