Research On Social Recruitment Program Of Technical Engineer In New Business Fields

Since 1991,China has started to count the market data of passenger cars.For many years,the market has maintained steady growth.At present,China is already the world's largest auto market,with production and sales accounting for 30% of the world.China's auto industry is still undergoing a series of new changes,new energy vehicles are booming,car networking and autonomous driving technology are rapidly iterating,new mobile travel modes are constantly being explored,and the impact of the fast-growing Internet industry is gradually infiltrating into all walks of life.Such dramatic changes have not been experienced even in the past 100 years.The energy revolution,the intelligent network revolution,and the manufacturing model revolution in the automotive industry will be the three main revolution fields: In the new situation,which auto companies can maintain their advantages in the transformation,and how to use the opportunity of change to become a car power in the new era every car company is exploring.Strengthening automobile technology,extending new Internet technologies,and cultivating new Internet thinking have become the direction that every automobile company must advance.For enterprises,human resources are the most important resource.The competition between companies is basically the right competition for talent.Any company must consider how to acquire talents that can maximize the benefits of the company to achieve long-term development.The competition for technical talents in the automotive industry during the period of change has also intensified.FAW-Volkswagen Automotive Co.,Ltd.is an excellent automobile joint venture in China.Like other auto companies,it has strong demand for mature talents in emerging fields,and more personnel needs to be replenished in time through social recruitment.At present,the recruitment for the new fields is not only difficult to meet the current needs of the company in terms of quantity,but also in terms of quality,the mature talents recruited through social recruitment cannot fully match with the positions in terms of employee competence and organization,which hinders the development of new areas of the company.Under the premise that there are fewer talent resources in the new field in the market,the recruitment information distribution channels of FAW-VW are not as widely used as the new competitors such as the Internet Company.At the same time,the lack of effective standards as a guide leads to the inability to effectively evaluate the candidate during the interview in the recruitment process,so that personnel and the post have a low degree of matching.In order to solve the above problems,to build a new talent team in the company and to support the implementation of strategy 2025,this article uses human resources related theories such as competency and job-person matching theory,through the study and research of relevant researches,with the company's current society recruitment program of new fields as the object,to analyze the reason of the above problems.It is found that the current social recruitment program for new fields such as new energy,car connectivity,and big data have problems with the use of Internet recruitment methods,and recruitment evaluation indicators based on the theory of job-person matching.Combined with the actual situation of FAW-Volkswagen,this article will optimize the social recruitment program for new business fields in the following aspects,the recruitment channels and recruitment activities,job analysis and personnel evaluation criteria,and the interview process.Through the improvement of the system and personnel capabilities,the program will be finally implemented to recruit talents that meet the company's development requirements and match the positions and organizations in the new field of the company.