Analysis of the Problems and Countermeasures in the Recruitment of Middle-level Managers in the Agricultural and Livestock Enterprise S Company

With the rapid development of China’s agriculture and animal husbandry industries, enterprises are increasingly adopting intensification, scale, and digitalization in production, which has heightened competition for talent, particularly middle-level management, a group that plays a pivotal role in enterprise development. Recruitment, as a core function of human resource management, is essential for acquiring talent aligned with strategic goals. This study takes S Company, an animal husbandry enterprise, as a case to analyze challenges and optimization strategies in recruiting middle-level managers. Through a review of key theories and field interviews with the company’s recruitment team and employing departments, the research identifies several critical problems, including unscientific recruitment planning, limited and outdated recruitment channels, overly simplistic evaluation methods, lack of professionalism in the recruitment team, low job-person fit, and the absence of post-recruitment evaluation mechanisms. To address these challenges, the study proposes targeted countermeasures: formulating a sound human resource plan for middle-level positions; expanding and diversifying recruitment channels; designing structured and multi-dimensional evaluation tools; building a specialized recruitment team; and incorporating vocational personality assessments while establishing an effective post-recruitment evaluation system to enhance job matching. These strategies aim to improve the efficiency and effectiveness of talent acquisition, enhance the company’s organizational performance, and reduce recruitment-related risks. Overall, this research not only provides practical guidance for S Company but also offers valuable insights for other agricultural and animal husbandry enterprises facing similar recruitment challenges in a competitive labor market.