企業人力資源管理的內容極其廣泛而深刻，包括人力資源規劃、招聘、培訓、薪酬管理等方面，而受勞動法管轄的勞動關系管理是上述各項工作的基礎。沒有勞動法，人力資源管理根本無法實施。招聘員工時HR面臨的風險包括：

The content of enterprise human resource management is extremely extensive and profound, including human resource planning, recruitment, training, salary management, etc., and the labor relationship management governed by the labor law is the basis of the above work. Without labor law, human resource management cannot be implemented at all. The risks faced by HR when recruiting employees include:

1、員工招聘廣告的法律風險；

1. Legal risks of employee recruitment advertisements;

2、欺詐雇傭帶來的法律風險；

2. Legal risks caused by fraudulent employment;

3、公司法規取代合同的風險；

3. The risk of company regulations replacing contracts;

4、零薪資招聘風險；

4. Zero salary Recruitment Risk;

5、非法收取抵押品；

5. Illegally collecting collateral;

6、招聘未與其他單位解除勞動關系的員工的風險；

6. The risk of recruiting employees who have not terminated their labor relations with other units;

7、招收學生和未成年工的風險；

7. Risks of recruiting students and underage workers;

8、合同效力風險。

8. Contract effectiveness risk.

企業要在激烈的市場競爭中掌握戰略優勢，創造更多的經濟利益，就要不斷降低經營成本。企業的管理行為都需要耗費大量的資金，應包含在成本范疇內。招聘風險和防范管理費用是背道而馳的兩個概念。所以企業為了盡可能增加經營收益，就要積極探索，不斷降低防范風險和招聘活動所耗費的資金。

In order to grasp strategic advantages and create more economic benefits in the fierce market competition, enterprises must constantly reduce operating costs. The management behavior of enterprises requires a lot of money, which should be included in the scope of cost. Recruitment risks and prevention of management costs are two concepts that run counter to each other. Therefore, in order to increase the operating income as much as possible, enterprises should actively explore and constantly reduce the funds spent on risk prevention and recruitment activities.

企業要實現利益的大化，就要加強創新意識，規避招聘過程中可能遇到的一系列風險。假若企業選擇的防范措施所需耗費的資金遠遠超過招聘風險所帶來的損失，那么企業就要轉變思想，積極研究新的解決策略。事物在發展過程中總是相互聯系而又相互區別的，所以企業競爭要系統考慮一切相關因素。

In order to realize the maximization of interests, enterprises should strengthen their awareness of innovation and avoid a series of risks that may be encountered in the recruitment process. If the cost of preventive measures chosen by enterprises far exceeds the loss caused by recruitment risks, enterprises should change their thinking and actively study new solutions. Things are always interrelated and different in the process of development, so enterprise competition should systematically consider all relevant factors.

濟南人力資源公司認為人力資源管理中重要的問題就是招聘風險，但是招聘風險并不是不可逆的，它能得到有效管理和控制。企業在日常工作中，可以采取必要措施規避和控制風險，盡可能降低企業招聘風險，增加企業經濟效益。

Jinan human resources company believes that the important problem in human resources management is the recruitment risk, but the recruitment risk is not irreversible, it can be effectively managed and controlled. In daily work, enterprises can take necessary measures to avoid and control risks, reduce recruitment risks as much as possible, and increase economic benefits of enterprises.

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