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首页 > 新闻资讯>>HR面对校招常见问题及应对之道!
HR面对校招常见问题及应对之道!
来源:http://www.shandonglietou.com 发布人:shunxing 日期:2021-09-25
1)招聘活动准备不足。漫无目的参与校园招聘,招聘活动准备不够充分,只在招聘会展板上简单列出了所需的岗位,对于企业情况和对应聘者的任职资格要求等内容没有详细介绍。不但不能招聘到企业所需要的人才,也浪费了企业的人力、物力和时间。
1) Insufficient preparation for recruitment activities. Aimlessly participated in campus recruitment, and the recruitment activities were not fully prepared. The required positions were simply listed on the recruitment fair display board, and there was no detailed introduction to the enterprise situation and the qualification requirements of the corresponding recruiter. Not only can not recruit the talents needed by the enterprise, but also waste the human, material and time of the enterprise.
2)校园招聘混乱无序。高校为了保证毕业生的就业率,对企业的要求来之不拒,所以,校园招聘会的数量越来越多且呈现出无序和无计划状态,造成学生对招聘会不够重视,也给企业招聘合适人才增加了难度。
2) Campus recruitment is chaotic. In order to ensure the employment rate of graduates, colleges and universities do not refuse the requirements of enterprises. Therefore, there are more and more campus job fairs, which are disorderly and unplanned, resulting in students' insufficient attention to job fairs and increasing the difficulty for enterprises to recruit suitable talents.
3)企业岗位设置问题。参加校园招聘会时,有些企业岗位设置不恰当,对应聘人员的任职资格要求太高,往往会招不到合适的人才。
3) Enterprise post setting. When participating in campus job fairs, some enterprises have inappropriate post settings, and the requirements for job qualifications of candidates are too high, so they often can't recruit suitable talents.
4)学生职业定位问题。学生自我职业定位不够准确,一心只想往名企就职或者是热门行业,一山望着一山高,也经常会现手里拿着录取通知书,迟迟不就职,总想等着更好的岗位出现。
4) Students' career orientation. Students' self career positioning is not accurate enough. They just want to work in famous enterprises or popular industries. They often hold the admission notice in their hands and wait for better jobs.
5)招聘人员素质不高。校园招聘会是企业和毕业生双向选择的一个过程,招聘团队的水平和综合素质,将影响校园招聘工作各环节的进展及其工作质量。
5) The quality of recruiters is not high. Campus recruitment fair is a two-way selection process between enterprises and graduates. The professional level and comprehensive quality of the recruitment team will affect the progress and quality of all links of campus recruitment.
6)应聘简历筛选问题。应聘学生的简历大同小异,没什么工作经验,看起来都一样,很难区分。
6) Resume screening. The resumes of the candidates are similar. They don't have much work experience. They all look the same, which is difficult to distinguish.
7)录取学生培养问题。很多企业对于录取的学生往往重视不够,没有安排合适的辅导及培养,让学生自生自灭。
7) Admission and student training. Many enterprises often do not pay enough attention to the admitted students and do not arrange appropriate counseling and training to let the students live and die.
济南猎头公司
针对以上问题,建议解决方案为:
For the above problems, the recommended solutions are:
首先,合理制定公司组织架构及各岗位人员任职要求,了解企业现有人员的情况、用人需求及育才计划,制定周密的招聘计划,选择合适的招聘渠道;
First, reasonably formulate the company's organizational structure and job requirements for personnel at various posts, understand the existing personnel, employment needs and talent training plan, formulate a thorough recruitment plan and select appropriate recruitment channels;
其次,对学校及相关进行调查,与合适的学校保持密切联系,及时将企业的招聘岗位及任职要求传递给学校,由学校事先进行推广及宣导,或由学校推荐合适人才;
Secondly, investigate the school and related majors, keep close contact with appropriate schools, and timely transfer the recruitment posts and job requirements of the enterprise to the school, which will promote and publicize in advance, or recommend appropriate talents by the school;
做好校园招聘的充分准备,包括做好校园招聘前期的宣传工作(包括企业的前景及员工的职业发展),选择的招聘团队,张贴清晰的岗位及应职要求,耐心与学生解答,充分了解学生及其求职意向;
Make full preparations for campus recruitment, including the publicity work in the early stage of campus recruitment (including the prospect of the enterprise and the career development of employees), select a professional recruitment team, post clear posts and job requirements, answer patiently with students, and fully understand students and their job intention;
对录取的学生予以重视并给予合适的安排(包括生活、工作及职业规划方面),定期访谈及心理辅导。
Pay attention to the admitted students and make appropriate arrangements (including life, work and career planning), regular interviews and psychological counseling.
招聘之后的HR工作同样重要
HR work after recruitment is equally important
关于校园招聘,这里还有三个方面想强调一下:
As for campus recruitment, here are three aspects to emphasize:
(1)做足准备工作,加强企业宣传。校园招聘其实是对企业雇主品牌很好的宣传方式,每年那么多的企业进行校园招聘,除了真正想招一些有用之才外,更重要的一个目的,就是加强企业的品牌宣传。所以,建议大家进行校园招聘时,一定要做足准备工作,才能达到“吸纳人才”、“品牌宣传”的双重目标。
(1) Make sufficient preparations and strengthen enterprise publicity. Campus recruitment is actually a good way to publicize the employer's brand of enterprises. In addition to really recruiting some useful talents, a more important purpose is to strengthen the brand publicity of enterprises. Therefore, it is suggested that when recruiting on campus, we must make sufficient preparations in order to achieve the dual goals of "attracting talents" and "brand publicity".
(2)重在招聘之后的系统培训,而不是招聘本身。由于通过校园招聘进来的人员都是应届毕业生,如果没有系统的培训方案及落地执行,新来的人员迟迟不能进入状态,迟迟产生不了应有的作用(即岗位胜任),起不到有才储备的补充功能,那么,不仅企业的目标达不成,员工个人也因为感觉学不到东西而选择离开。
(2) Focus on the systematic training after recruitment, not the recruitment itself. Since the personnel recruited through the campus are fresh graduates, if there is no systematic training scheme and implementation, the new personnel can not enter the state, can not play their due role (i.e. post competence) and can not play the supplementary function of talent reserve, then not only the goal of the enterprise can not be achieved, Employees also choose to leave because they feel they can't learn anything.
(3)优化晋升激励系统,留住有用员工。校园招聘的人员一般是为人才储备及人才梯队建设而招聘的,但员工进入公司之后,公司需要建立相应的晋升激劢系统,并切实执行,这样才能让员工看到希望,看到自己在公司不段成长的可能,也才有可能静下心来在公司寻求发展,更终达成共羸。
(3) Optimize the promotion incentive system and retain useful employees. Campus recruiters are generally recruited for talent reserve and talent echelon construction, but after employees enter the company, the company needs to establish corresponding promotion incentive system and implement it effectively, so as to let employees see hope, see the possibility of their continuous growth in the company, and calm down to seek development in the company and finally achieve mutual benefit.
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