企业人力资源管理的内容极其广泛而深刻，包括人力资源规划、招聘、培训、薪酬管理等方面，而受劳动法管辖的劳动关系管理是上述各项工作的基础。没有劳动法，人力资源管理根本无法实施。招聘员工时HR面临的风险包括：

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、员工招聘广告的法律风险；

1. Legal risks of employee recruitment advertisements;

2、欺诈雇佣带来的法律风险；

2. Legal risks caused by fraudulent employment;

3、公司法规取代合同的风险；

3. The risk of company regulations replacing contracts;

4、零薪资招聘风险；

4. Zero salary Recruitment Risk;

5、非法收取抵押品；

5. Illegally collecting collateral;

6、招聘未与其他单位解除劳动关系的员工的风险；

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

7、招收学生和未成年工的风险；

7. Risks of recruiting students and underage workers;

8、合同效力风险。

8. Contract effectiveness risk.

企业要在激烈的市场竞争中掌握战略优势，创造更多的经济利益，就要不断降低经营成本。企业的管理行为都需要耗费大量的资金，应包含在成本范畴内。招聘风险和防范管理费用是背道而驰的两个概念。所以企业为了尽可能增加经营收益，就要积极探索，不断降低防范风险和招聘活动所耗费的资金。

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.

企业要实现利益的大化，就要加强创新意识，规避招聘过程中可能遇到的一系列风险。假若企业选择的防范措施所需耗费的资金远远超过招聘风险所带来的损失，那么企业就要转变思想，积极研究新的策略。事物在发展过程中总是相互联系而又相互区别的，所以企业竞争要系统考虑一切相关因素。

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.

济南人力资源公司认为人力资源管理中重要的问题就是招聘风险，但是招聘风险并不是不可逆的，它能得到有效管理和控制。企业在日常工作中，可以采取必要措施规避和控制风险，尽可能降低企业招聘风险，增加企业经济效益。

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.

以上就是今天为大家介绍的关于问题以及注意事项的全部内容，希望对大家能有所帮助，想要了解更多内容可以电话联系我们或者关注我们的网站https://www.zxczhr.com，我们的工作人员会及时与您取得联系。

The above is all about the problems and precautions introduced to you today. I hope it can help you. If you want to know more, you can contact us by phone or follow our website https://www.zxczhr.com , our staff will contact you in time.