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With the coming of knowledge economy age, the competition between enterprises has turned to the competition for talent, which is a major resource in enterprise, and has been attached to more and more importance. As the main channel of providing new human resource for the organization, recruitment is not only a means of achieving human resource integrating and replacement, but also a weapon to make longterm survival and achieve strategic goals. If an organization could recruit the talents as its capital efficiently, it would gain a competitive advantage, and get considerable economic returns. However, at present, many organizattions are still recruiting in a low-efficiency way. Therefore, we take the emloyee, organization and societ as the factors to explore the impacts on recruitment validity and bring forward some suggestions related to making decisions, which will embody far-reaching theoretical as well as practical implications.First, this article makes a definition for recruitment validity, which provides a base for discussion of many factors that have impacts on efficient recruiting. Based on integrating the past relevant theories on recruiting and research findings, we explore the problem from three factors: the employee, the organazation and the society and develop the evaluting index system of recruitment validity. Then, we make use of the empirical research, explore how does each factor impact and to what degree its influence is. Through comparative analysis, we finally present our survey questionare, after having done surveys in three domestic metropolises such as Shanghai, Changsha and Zhejiang etc., including 137 enterprises of logistics, we got 116 copies of valid samples and did relevant statistical analysis accordingly.The results shows that the system of measurement presents favorable credibility and validity. The factors which reaches the significant level laying in sequence from the highest degree to the lowest are: the match between recruitment result and recruitment planning; the professional capability of new employee; the fluency of the process of recruitment and the authenticity of information. Besides, some factors, such as adaptability and working ability of the new employee; the gap between recruitment cost and budget; the loss rate of new personnel etc., are in positive relationship with recuitment validity, but lower than the significant level. While other factors, such as recruitment period, the whole quality of the employee, impression that the recuiter made on the newly hired, the ratio of the candidates to the hired etc., have negative impact on it. Through the research on hypothesis, we have learnt the relevant index which have influence on recruitment validity. In order to make the recruitment more efficient, we should make efforts through three factors: the emloyee, organization and society. Besides, there are some other factors may have impacts on this work, such as the quality and skills of the imployee; the management level of the organization and its validate recruitment skills; the good envirenment of human resource. We believe that the improvement of these factors can have positive influence on recruitment validity. And finally, the conclusion of this research has borne out the hypothesis.
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