How to improve the efficiency and effectiveness of campus recruitment

The following information is reproduced for reference. How to improve the effectiveness of recruitment. Human resources have gradually become strategic resources for enterprise development. Having high-quality talents is the prerequisite for the healthy and sustainable development of enterprises. Personnel recruitment is a human resource management An important task that plays a decisive role in the survival and development of an enterprise. 1. Do a good job in human resources planning. To do a good job in human resources strategic planning, small and medium-sized enterprises must accurately define the various types of talents needed by the enterprise, and carry out recruitment work on this basis: First, it is necessary to clarify the priorities of talents. Key technologies related to the current development of the enterprise and talents in key management positions need to be given priority. The second is to properly handle the relationship between "ready-to-use and storage" of talents. Ready-to-use talents should be the current main target, but the absorption of reserve talents must not be ignored, because enterprise human resource planning must focus on the enterprise's strategic goals and long-term interests, and must establish the enterprise's talent reserve. When defining corporate talents, in addition to expertise and abilities, we should also look at their internal standards, such as whether they have a strong sense of professionalism and responsibility. 2. Fully understand the important impact of recruitment on the enterprise. The former CEO of Procter & Gamble once said, "I can't see anything more important within the company than recruitment." If errors occur in the employee recruitment process, the company will pay a series of costs in the later period, such as repeated recruitment costs and loss of company stability. From within an enterprise, recruitment is related to the survival and development of the enterprise. Internal recruitment can stimulate employees' work passion, and external recruitment can inject fresh blood into the company. Both can adjust and improve the organizational structure and improve the competitiveness of the company. From outside the organization, a successful recruitment campaign is a successful corporate promotion. Therefore, many companies use major universities as recruitment sites every year and distribute a large amount of promotional materials to introduce the company. Regardless of whether they recruit people or not, the recruitment activities will make many people understand the company and leave a certain impression on the company. This is A valuable publicity. 3. Choose reasonable recruitment channels and methods. Enterprise recruitment channels are divided into internal recruitment and external recruitment. Recruiting within an enterprise costs less and can improve employees' work enthusiasm and serve as a motivational factor. There are many methods of external recruitment, such as advertising recruitment, talent market, campus recruitment, entrusted recruitment and online recruitment. External recruitment of enterprises is also an effective way to communicate with external information, and enterprises can use this to establish a good external image. The joining of new employees will bring new perspectives and new ideas to the enterprise, which is beneficial to enterprise management and technological innovation and prevents rigidity. Online recruitment has wide coverage, no geographical restrictions, saves time and has low cost. These characteristics are more suitable for small and medium-sized private enterprises. Of course, for any company, a combination of internal and external recruitment channels is the most scientific choice. 4. Establish clear recruitment goals. Personnel recruited under inaccurate or incomplete requirements will often bring greater correction costs to the company during the running-in stage, and may even affect the distribution and execution of work. The systems of small and medium-sized enterprises are generally not sound, and the recruitment process may lack job descriptions for reference. Therefore, the human resources department or recruiters should guide the employing department to accurately describe the job responsibilities and comprehensive and specific ability and quality requirements through communication and other methods before recruitment, and establish clear recruitment goals. During the recruitment process, open communication should also be maintained with the hiring department to ensure that recruitment needs are not deviated, thereby improving recruitment efficiency and success rate. 5. Improve the overall quality of recruiters. Every recruitment is a display of the company's image. The quality of recruiters will affect the company's image in the minds of applicants. Enterprises should establish a window awareness of recruitment positions and let professionals guard the entrance gate of human resources development. Before recruitment is carried out, personnel involved in recruitment must be trained and guided on relevant recruitment knowledge so that they can accurately grasp the basic information of the company; when conveying information to applicants, they must be realistic and neither exaggerate nor belittle the information provided by the company. Salary and other aspects to ensure that the recruited people really want to come and are not coaxed to come here by exaggerating the facts; at the same time, the recruitment team must communicate effectively with the employing department, accurately grasp the recruitment requirements, and ensure that the recruiters and the employing department’s requirements are consistent. Minimize the gap between employees; ultimately achieve specialization and professionalism. 6. Pay attention to corporate image design and publicity. Small and medium-sized enterprises are not strong and are not as competitive as large enterprises in attracting talents. They should pay special attention to corporate image publicity. The job level and personal qualities of the recruiters will directly affect the success of the recruitment. The company's lack of emphasis on recruitment gives applicants the most direct impression that the company does not pay attention to its employees.

The recruitment attitude and conversational temperament of the recruiter can easily affect the applicant's view of the company. If in the process of contact between the recruiter and the applicant, the recruiter gives the applicant an unprofessional impression, it will easily leave the applicant with the impression that the overall quality of the company is poor. Companies should highlight the company's advantages in on-site recruitment, from advertising, booth layout to reception interviews, venue layout and company visits, to attract applicants. The role of small and medium-sized enterprises in recruiting well is not only to recruit suitable talents, but also to display the company's image and expand the company's influence through recruitment. 7. Pay attention to the background check of applicants. Background checks before hiring employees are often ignored by recruiting units, but this is precisely a very important link. For example, it often happens now that corporate salespeople misappropriate, embezzle corporate payment, or even abscond with the money. There are also many applicants who forge academic qualifications, qualification certificates, etc., and are hired by companies without review. Once discovered, it is often too late because companies have already invested a lot in training, insurance, etc. for their employees. In addition, some companies take advantage of unfair competition and deliberately send commercial spies to learn about company secrets. These can all be avoided with background checks. Background checks can be carried out through the following channels: first, the school's student status management department; second, the companies that have served in the past; third, the archives management department, the personnel department of state-owned units, and the talent exchange center, etc. 8. Retire unsuccessful candidates politely. Small and medium-sized enterprises should clearly understand that applicants come to the company to apply because they are interested in the company and should be respected and thanked. Especially the unsuccessful candidates should give polite answers and thanks as soon as possible after the interview results come out. At the same time, , enter their information into the enterprise's reserve talent pool, and recruit them once there are job vacancies in the future or when the enterprise needs development, which not only increases the recruitment speed but also reduces the recruitment cost, and is especially suitable for small and medium-sized enterprises. In addition, when some applicants request to return personal application materials, the company must have a dedicated person responsible for returning the information to the applicant in a complete and timely manner, and must not just say "no return".