What problems should be paid attention to in campus recruitment?

1. Campus recruitment should be planned. With the enrollment expansion of colleges and universities, the employment situation of students is becoming increasingly severe, and enterprises are also facing the problem of choosing suitable candidates from more and more graduates. Some enterprises have not made a campus recruitment plan, fully analyzed the recruitment channels, chose different recruitment channels according to the different nature of different positions, and participated in campus recruitment activities aimlessly. Some enterprises often hold campus job fairs in schools with different professional characteristics at different levels, and are also frequent visitors to school double elections. This not only failed to recruit the talents needed by the recruitment enterprise in a short time, but also wasted the manpower, material resources and time of the enterprise. Some enterprises are not fully prepared for campus recruitment activities, and only list the required positions on the job fair display board, without introducing the company situation and the qualifications of candidates in detail. For colleges and universities, in order to ensure the employment rate of graduates, the requirements of enterprises are always welcomed, so the number of campus job fairs is increasing, and it is in a state of disorder and unplanned, which brings great pressure to the staff of university employment centers. 2. Enterprise post setting and students' career orientation should be accurate. When attending a job fair on campus, if the positions of enterprises are not set properly, enterprises often cannot recruit suitable talents, and it is difficult for graduates to choose suitable positions for employment. At present, some enterprises, especially small and medium-sized enterprises, set too high requirements for the qualifications of candidates when setting up positions. For students, career orientation is to find the most suitable career direction for their development by understanding themselves and their careers. If the career orientation is not accurate enough, I just want to work in a famous enterprise or a hot industry, hoping that one mountain is high and one mountain is low, often there will be the result of holding an admission notice in my hand and always waiting for a better position to appear, and finally I miss the best employment opportunity, and finally I have no employment unit or can only work in a poor unit. 3. The quality of recruiters The campus job fair is a two-way choice process for enterprises and graduates. The professional level and comprehensive quality of the recruitment team will affect the progress of all aspects of campus recruitment and its work quality. The quality of recruiters arranged by enterprises to campus job fairs is often uneven. Some recruiters are not very familiar with the requirements of the positions they are recruiting, and they are not careful enough about the company's culture and business philosophy. In addition, there are many talents on campus, time is tight, and tasks are heavy. Recruiters tend to be weak in the process of job fairs, and their answers to candidates' questions are ambiguous. Some recruiters think that the current graduates are under great employment pressure, think that students want something from the company, treat students with arrogance and condescension, and even make condescending gestures. For the students who apply for the job, they just ask the candidates to leave their resumes, and they are extremely impatient with the various questions raised by the students. Such recruiters will affect the quality of campus recruitment and damage the image of the recruiting enterprise. 4. The problem of selecting candidates' resumes is similar. Most students have little or no work experience. It's all white paper. It looks the same and it's hard to tell. In other words, they haven't had a chance to do practical work, and their academic achievements in school are often the most presented in their resumes, but their academic achievements are not the same as their work ability, especially in some positions closely related to practice. Therefore, it is often impossible to examine the qualities required for a position by simply relying on a resume. How to choose one out of ten thousand and find excellent candidates has become a concern of many enterprise human resources directors.