Today, in the rapid development of

Today, in the rapid development of the big data era, companies are using big data analytics technology to achieve scientific recruitment while comprehensively providing candidate information in recruitment management to achieve accurate recruitment. I understand. .. Big data information already covers the individual's basic data, including the work efficiency and performance of the corresponding individual, and the development potential presented by the individual in the course of practice. To better realize the application of big data in HR management systems, companies have perfected their existing management systems. The use of more traditional systems meets the recruitment of human resources and the needs of human resource management. Currently, in the construction of personnel systems, system modules are basically expanded and updated, but there are also objective problems, which is also the fundamental reason why accurate hiring of companies is not widespread. In order to increase the effectiveness of big data utilization and the effectiveness of recruitment, there are also issues in personnel management. In the current situation, scientific analysis of big data is needed to achieve better human resource management, and the analysis results are reasonable to ensure the effectiveness of data processing in the development of human resource management. Should be used for As a result, you can take full advantage of the corresponding benefits of managing and controlling human resources. However, regarding the current situation, there are still many problems in human resource development. From the current point of view, existing management models still fail to meet the requirements of modern development. The human resource management model has achieved corresponding improvements and enhancements, but in the management process, management methods have not kept pace with the development speed of modern human resource systems, affecting the development of recruitment. There is no denying that it is. Specific constraints.