Analysis on how enterprises succeed in campus recruitment

[ Abstract] At present, there are more and more diversified ways and means for college graduates to apply for jobs. Campus recruitment, as one of them, has become the best recruitment method for enterprises and college job seekers to realize their interests. In campus recruitment, enterprises must get out of some recruitment misunderstandings and do enough articles before and during recruitment activities, so as to win the greatest success in the two-way selection of talents. [Keywords:] The successful campus recruitment of enterprises is the competition of talents in the 21st century. Colleges and universities are an important training base for talents, and also a battleground for enterprise talent strategy. As one of the important links of enterprise human resource management, recruitment plays an important role in this talent competition. Since autumn every year, many colleges and universities have started the annual campus recruitment. This is a war without smoke, and it is a war for talents. If you recruit just for recruitment, then the human resources of the enterprise will not be successful. Therefore, how to make Chinese enterprises find the best human resources among college graduates and reserve a large number of outstanding talents for the development of enterprises has become a subject that Chinese enterprises must study. First, the misunderstanding of campus recruitment Although many enterprises recruit on campus, even in colleges and universities all over the country, there are still some human resource managers who don't really understand campus recruitment. Compared with other recruitment methods, campus recruitment has an obvious disadvantage of high cost. If the enterprise conducts itinerant recruitment all over the country, then the recruitment cost of the enterprise is very high. This includes not only the direct costs spent on recruitment, such as the printing of brochures, but also many indirect costs, such as the time and energy spent on recruiting representatives on campus. 1. Do not pay attention to and do not understand campus recruitment. College graduates are an important reserve force for enterprise managers and technicians. In campus recruitment, excellent companies pay more attention to the potential of college graduates' management talents, rather than just considering their professional background, academic performance and other factors. To a great extent, enterprises don't pay attention to campus recruitment because they don't really understand it. Many enterprises only regard job fairs as a place to collect resumes and other application materials, and often introduce themselves after opening a few sentences, waiting for students to file. Students can't understand the enterprise at all, and some are likely to turn to job fairs in other enterprises. At present, some well-known domestic enterprises have begun to recruit in colleges and universities all over the country, such as Vanke, Midea and Skyworth. The concept of these enterprises has been advanced, but there are still many enterprises that simply do not recruit in colleges and universities. They think that college graduates have just left school, have no work experience and are not rich in experience, so it is better to recruit employees from the society. It should be noted that excellent enterprises in the world do not "dislike novices", such as McDonald's. Their reason is that they have no experience in doing things, just like a blank sheet of paper, and it is more acceptable to instill company management concepts and corporate culture. Inexperienced employees have the advantage of plasticity. They often work hard and work hard. In other words, enterprises without junior players will lack new vitality and vitality. Compared with employees recruited from the society, college graduates have an obvious advantage: they are not dragged down by their families, so they can devote themselves to their work more wholeheartedly. 2. The labor market belongs to the seller's market stage, and this judgment is correct on the whole. If you look at it from another angle, the human resources managers of enterprises find it increasingly difficult to recruit graduates who meet the requirements of enterprises from universities, because the number of outstanding graduates is still very limited. Although all colleges and universities in China are expanding their enrollment, the top universities in China, such as Peking University, Tsinghua, Nanda University and Fudan University, are far below the national average. This is mainly because these schools are positioned as research universities, so they try to reduce the number of students at the undergraduate level and increase the number of students at the graduate level. In addition, some enterprises do not respect candidates. Many candidates have this experience. During the interview, the examiner assumed a condescending posture, with a tough tone and an arrogant attitude, as if others were asking him for a gift. As everyone knows, for truly competent managers, it is now a "seller's market" rather than a "buyer's market". In other words, they don't worry about finding a job. If the boss shows disrespect for his subordinates, real talents can completely climb higher branches. 3. Simplify the selection method. Regarding the selection method, there are three sentences, "Don't have a graduate degree or below, don't have a woman, and don't have someone over 35 years old". This is of course a joke, but it does show that the selection methods of many enterprises are very simple and unscientific. The existence of this phenomenon is not surprising. Because the person in charge of recruitment usually doesn't want to spend a lot of time and energy on it, but simplifies his work by improving his qualification level, and this method of measuring his work ability with qualifications and other conditions can't guarantee to hire the right candidate. In campus recruitment, we often pay too much attention to majors, grades and academic qualifications, or rely on some simple factors such as academic qualifications and academic performance to select candidates. Many enterprises mistakenly believe that if the student studies any major, he will definitely do better in this field than those who are not in this major. In fact, to do a good job, the most important thing is his or her interest in work and basic quality. Academic qualifications and academic performance are superficial and one-sided, which can only reflect an applicant's learning ability, but not some more important abilities such as teamwork and interpersonal communication. In addition, the academic performance provided by the school is not comparable between schools, and it is easy to cheat. Enterprises with a slightly higher level of human resource management will pay attention to the knowledge and skills of candidates. 4. Unrealistic boasting. One function of recruiters in recruitment is to provide real information about the enterprise and the position they are applying for, so that candidates can know what they can get in the enterprise and in the position. However, in campus recruitment, in order to make the recruitment successful, recruiters often take advantage of the weakness of recent graduates who don't know much about the enterprise and exaggerate the advantages of the enterprise and position, instead of giving real information. The result of this is a lower job satisfaction and a higher turnover rate. Second, the practice of human resources before selection 1. Do a good job of research, analysis and judgment before recruitment. After receiving the recruitment application from the department that is short of people, the human resources management department can't listen to it hastily. After all, recruiting new employees involves remuneration and benefits, which means increasing the cost. Therefore, the human resources management department should make a careful investigation, make a correct analysis and judgment on the recruitment request, and determine whether it is necessary to recruit new employees, what kind of new employees are prepared to recruit, and through which channels. First, it is necessary to judge whether the unit must recruit employees. To judge this problem correctly, it is necessary to study whether the poor performance of the current unit or department is caused by the shortage of personnel. This is a basic premise, and only on the basis of a positive answer can we study the next recruitment work. Otherwise, even if the recruitment is implemented, it will not be effective.