What does campus recruitment in Haitou.com mean?

Judging from the past recruitment fairs on science and technology campuses, the phenomena such as "sea recruitment" and "sea investment" are the most reflected in the recruitment. This phenomenon is common in campus recruitment: in order to recruit suitable talents, enterprises do not hesitate to choose one in ten thousand miles and spend a lot of financial resources and manpower to cast a net for large-scale recruitment. In order to find a job, the students never miss any opportunity, and they also hold the mentality of "casting a wide net and catching more fish". Every recruitment season, resumes are flying all over the sky.

A management consulting company in Ganzhou is looking for a junior analyst position 20 12. Although only four people were selected for the final quota, the company conducted campus recruitment in Jiangxi. There are no professional requirements for students applying for this position, which can be described as "a move to the sea". The recruitment process is very long, from the initial online job application, to the online math and logic test, to the large-scale personality test, and then to the double-sided group interview and the final interview. It takes four months from the release of recruitment information to the final determination of candidates.

"Every year when recruiting on campus, we are all fighting a fierce battle, and the whole process can be described as arduous. However, as a group company, we must adopt such a sea recruitment model, build momentum and recruit on a large scale. " The HR manager of a real estate company talked about the campus recruitment of Haimochi. Although he also said that this method was not cost-effective, he was also very helpless.

As students, we should adopt the method of "sea investment" to deal with the "sea recruitment". College students rarely carefully prepare personalized resumes, but often download ready-made resume templates from the Internet and fill in the blanks one by one. Resume and cover letter are similar, just like headless flies. At the on-site job fair, you can see which company's booth is crowded with many seniors. As long as your own conditions meet the job requirements, no matter what the company does and what kind of development space it can provide, you can submit a resume first. At the on-site job fair in Ganzhou talent market, it is often seen that college students applying for jobs are carrying a large stack of resumes and shuttling through the venue. Some people even put their resumes in their handbags. Even if this is not enough sometimes, they still need to fill out their resumes on the spot. Moreover, online job hunting is almost zero cost, and "sea investment" has become a common way for everyone. It's so easy to paste the other person's email address directly into the recipient column and send a cover letter. It is nothing new to send out a dozen or even hundreds of application letters a day.

However, the result of this "sea investment" is not ideal. At a human resources seminar, some recruitment companies were in great trouble-their mailboxes were full of application letters every day, and it took a lot of effort to screen them, but in the end, they found that most of the students' conditions did not meet their requirements. What's more, sometimes they call students to inform them of the interview, and they don't even remember sending their resumes to this company. Many people came up and asked several questions: "What does your company do?" "What position did I vote for?" The result of this application can be imagined.

Many experts in the field of employment have begun to think about ways to solve the misunderstanding of "sea recruitment" and "sea investment". Instead of following the inefficient old model of "sea recruitment and sea election", it is better to concentrate on improving the matching degree of recruitment. To achieve matching, enterprises must first have a clear positioning of themselves and understand what schools and graduates their popularity and strength can attract; At the same time, understand the ability level and reward attraction required for the recruitment position. Students should also know their own abilities, what enterprises they can enter and what positions they can take. Under this premise, enterprises and students can achieve accurate matching, which is no longer a "needle in a haystack" but a "one-hit" recruitment and application.