Influencing factors of campus recruitment effectiveness

Abstract: Recruitment is the first step of human resource management, which affects the implementation of various decisions of enterprises. Every enterprise has its own unique employment standards, but the similarity is that it is more and more necessary to judge whether an applicant is qualified for a position not only through his resume, but also through discussing the details to judge whether an applicant is suitable for his own enterprise. How can campus recruitment, a unique recruitment form, recruit suitable talents for enterprises in a limited place and time, so that the recruitment work can give consideration to efficiency and effectiveness and achieve the maximum effect? Based on the practical experience of our unit, this paper makes a simple discussion on this issue for discussion.

Keywords: improving the effectiveness of campus recruitment

Recruitment is particularly important for the introduction, supplement and reserve of talents in enterprises, and does a good job for the development and growth of enterprises. The introduction of talents is a decisive issue. The quantity and quality of import are related to the future of the enterprise. Only by introducing it well can it contribute to development. Poor introduction will drag down enterprises and hinder their development. Recruitment is a problem that has to be studied.

I. Concept of recruitment

Recruitment is a game in which the two sides with asymmetric information communicate through verbal and nonverbal behaviors. The recruitment process is a cognitive process. In recruitment, the recruiter tries to form a cognition of the applicant's ability, knowledge and quality; Applicants try to form a preliminary understanding of the company by understanding the recruiters and recruitment processes. At the same time, recruitment is also a process of conflict of interest. In recruitment, the recruiter should ensure the reliability and effectiveness of recruitment (based on the company's interests), while the applicant strives to be hired through packaging (based on personal interests). Because of the conflict of interests, there is a game process between the first two kinds of cognition.

Candidates reveal their strengths and hide their weaknesses in order to be admitted, including: modifying or even forging resumes, modifying resumes or even forging information by exaggerating their strengths and hiding their weaknesses; The first impression is to confuse the recruiter by making a good impression during the recruitment period; Do what you want, and meet the requirements temporarily by analyzing the recruitment needs and the company's situation. Recruiters are in the position of asymmetric information and don't know much about the information of candidates. Of course, on the other hand, the applicant doesn't know much about the company's information. The decision of recruiters depends not only on the designed recruitment procedures and methods, but also on their own experience. Some of these experiences are right and some are wrong. At the same time, due to people's thinking inertia, those wrong experiences are often regarded as shortcuts and often play a decisive role at some time.

Second, recruitment channels.

The recruitment channels of enterprises mainly include:

1, campus recruitment. This kind of job fair is generally organized by the school, and all kinds of units are invited to attend at a fixed place and time. The job fair can be large or small in scale and narrow in scope, only for the students of the host school. Its characteristics are clear purpose and scope, professional counterpart, high level and strong plasticity of students.

2. Talent exchange meeting. This job fair is mainly sponsored by various industry associations or local talent service centers, with the purpose of attracting talents or providing services to the region or the industry, and attracting employers and talents from all sides by releasing various publicity information. It is characterized by directly facing job seekers, centralized candidates, wide choice of enterprises and low cost, but it takes a lot of time and manpower. It is efficient to recruit junior and intermediate talents, but it is difficult to recruit senior talents and popular talents.

3. Internal recruitment. This form is mainly used for positions that are inconvenient for external recruitment. For example, some positions involve internal secrets or need to have a good understanding of various situations within the enterprise, so they can only be transferred or promoted from within.

4. Newspapers, magazines and media advertisements. This recruitment method has a wide coverage and great influence, which is conducive to establishing a corporate image. However, it has certain timeliness and high cost, and it takes a lot of energy to screen, which has a general effect on recruiting senior positions.

5. Online recruitment. This recruitment method has wide coverage, no geographical restrictions, strong pertinence, convenient publicity and communication, low cost, sustainable use and wide application, so it is widely used.

6. headhunting company. It is to recruit talents needed by enterprises through specialized talent agencies, which is mainly suitable for high-level or urgently needed professionals. However, this recruitment method has the advantages of strong pertinence, high quality, less workload of enterprises, but high cost, and is mostly used for the recruitment of senior talents.

Among these recruitment methods, campus recruitment and talent exchange meetings account for a large proportion, accounting for about 50%, and few people recruit talents through headhunting companies.

Third, campus recruitment.

For our unit, campus recruitment is the most important recruitment method, and there are other recruitment methods, such as internal recruitment, talent exchange and online recruitment. , has never been used by media advertising and headhunting companies.

How to improve the effectiveness of campus recruitment, I personally think we should start from the following aspects:

First, preparation before recruitment: human resource planning and job analysis

There are two important basic tasks to be done before recruitment: human resource planning and job analysis. Enterprise human resource planning is to analyze and predict the demand and supply of enterprise human resources by using scientific methods, and judge whether the human resources of various positions in the enterprise will reach a comprehensive balance in the future, that is, the balance of quantity, structure and level. Job analysis is to analyze the responsibilities of these positions in the enterprise, what are the job contents of these positions and what kind of people are qualified for these positions. The combination of the two will make the recruitment work more scientific and accurate. The way of human resources planning and position analysis in our unit is that before the recruitment starts every year, the Human Resources Department issues a questionnaire on the personnel demand of that year, and each grass-roots unit puts forward the demand according to the actual situation of the department, including the basic qualities such as specialty, education, gender, school and specialty. Then, according to the actual situation of grass-roots units (workload, personnel structure ratio, position, actual number of people on the job, etc.). ), the human resources department modifies the demand plan of each grass-roots unit. If there is more demand, it will decrease, and if there is less demand, it will increase. Finally, it will be summarized and reported to the leaders for approval. Then, the human resources department will recruit in strict accordance with the approved demand plan.

Second, the determination of recruitment strategy.

There are two main ways of campus recruitment: 1, special recruitment, and 2, campus job fairs.

1, special recruitment, is a job fair held in a school by the human resources department of the enterprise after fully understanding the reputation, specialty, quality of students and other aspects of the school. Before the special recruitment, we should fully contact the graduate work department of the school and arrange it at the designated time and place. The time, place and demand information of recruitment will be announced to graduates in advance by the department through various channels, so that students can fully understand it. Special recruitment is generally divided into two stages: on-site publicity and on-site recruitment. There are many ways to preach, such as: on-site introduction by business leaders or heads of human resources departments, including enterprise profile, products, personnel, salary and benefits, future development, etc. And the introduction should be inflammatory to enhance the appeal to students; Play enterprise publicity and introduction films; Distribute company leaflets, etc. After the lecture, students fully understand the general situation of the enterprise and personnel needs, and then start on-site recruitment.

2. Campus job fairs. Job fair is a traditional recruitment method. If you decide to attend the school job fair, you must be fully prepared. Prepare an attractive booth, which is particularly important at job fairs (but booths are usually arranged by schools). How to make your company stand out and win the competition in the job fair is, in a sense, no less than the business competition with other companies. At this time, the company image established for students is direct and profound. Prepare materials for the meeting, such as publicity materials and registration forms. Computers, cameras and other equipment may be needed on site, so make preparations in advance. Recruiters should also be prepared. These preparations include knowing all the questions that job seekers may ask and knowing them like the back of your hand. In addition, recruiters should wear formal clothes and be neat and generous. At the job fair, recruiters should enter the venue as soon as possible, make proper arrangements and welcome students to enter. Always keep a good mental outlook, not to mention whispering in the booth. Don't comment on job seekers after they leave, which-on the one hand, is not respectful to job seekers, on the other hand, it may discourage other job seekers. After the job fair, you must sort out the collected resumes as quickly as possible and get in touch with the candidates by phone or other means.

The two ways of campus recruitment have their own advantages and disadvantages. The advantage of the special move is that there is no competition from other units, and students only pay attention to their families. However, if the enterprise is not competitive enough, students often expect to find a better unit, and it is not easy to make up their minds to sign a contract. The advantage of job fairs is that there are many students, and it is easy to select suitable talents. Moreover, most students have considered it almost, and it is easier to make up their minds to sign the contract. However, due to the large number of employers, the competition is fierce. What kind of recruitment method should be chosen according to the actual situation, which can generally be combined in two ways.

First, release information in time.

After arranging accommodation, reporting and registering booths, the first thing for recruiters to recruit on campus is to release information. There are many ways to release information, such as: posting a recruitment demand form in the place stipulated by the school; Publish information on campus network; Communicate with students through teachers or student affairs departments; Post the demand schedule in the canteen or other places where students can easily notice it. The scope of information has a great relationship with the success of recruitment. Only when students have a full understanding of the personnel required by various employers can they be prepared for the job application, otherwise they will just throw a bunch of resumes. Before the information is released, recruiters should have a full understanding of the school's general situation, professional settings, students, etc. When registering, the school often provides some information, including the above contents. Therefore, recruiters should study these materials carefully, so as to communicate with students without obstacles.