AI赋能中国民营企业核心高管招聘策略研究

Research on AI-Empowered Core Executive Recruitment Strategies for Chinese Private Enterprises

摘要: 在数字经济与实体经济深度融合的宏观背景下，核心高管作为民营企业战略决策的管理者，其招聘质量直接决定企业的转型成败与可持续发展。然而，当前中国民营企业高管招聘面临寻访渠道受限、隐性特质评估失真、“空降”高管组织排异严重及决策主观性强等现实困境。本文基于高层阶梯理论与人才匹配理论，探讨人工智能(AI)技术赋能高管招聘的内在机理，构建了涵盖“全域场景的高管画像与意向预测–图谱驱动与智能触达–多模态甄选与深层透视–数字孪生拟合与动态护航”的AI赋能核心高管招聘策略框架。结合H民营高科技企业的实践案例，验证了该框架的有效性，并针对AI应用中的算法偏见、数据隐私及人本缺失等风险，提出技术去偏、合规治理与人机协同的优化路径，以期为中国民营企业突破高管招聘瓶颈、提升核心竞争力提供理论支撑与实践指南。

Abstract: Against the macro backdrop of in-depth integration between the digital economy and the real economy, core executives act as strategic decision-makers of private enterprises, and the quality of their recruitment directly determines the success of corporate transformation and sustainable development. Nevertheless, the recruitment of senior executives in Chinese private enterprises currently faces practical dilemmas, including limited talent search channels, distorted evaluation of implicit traits, severe organizational rejection of externally recruited senior executives, and highly subjective decision-making. Based on the Upper Echelons Theory and Talent Matching Theory, this paper explores the internal mechanism of how artificial intelligence (AI) empowers executive recruitment. It constructs an AI-empowered core executive recruitment strategic framework covering four dimensions: global-scenario executive profiling and intention prediction, knowledge graph-driven intelligent outreach, multimodal selection and in-depth trait insight, and digital twin simulation and dynamic post-hiring support. With the practical case of Private High-Tech Enterprise H, the effectiveness of the framework is verified. In view of potential risks in AI application such as algorithmic bias, data privacy concerns and lack of humanistic care, this paper proposes optimization paths including algorithm debiasing, compliance governance and human-machine collaboration. It aims to provide theoretical support and practical guidelines for Chinese private enterprises to break through the bottlenecks of executive recruitment and enhance core competitiveness.