Research On Optimization Of Campus Recruitment Scheme Of Z Group Company

Talents in the enterprise are playing an increasingly important role.It is a crucial step to recruit high-quality talents in the talents competition.In addition to the traditional social recruitment,more and more enterprises have taken campus recruitment as an important way to reserve talents in recent years.Z Group Company is a comprehensive company mainly engaged in investment of capital construction and contract construction.Based on the company’s long-term development strategy,the company’s demand for high-quality talents with higher loyalty and more potential is growing,but the effect of campus recruitment is not that good.How to efficiently carry out campus recruitment to recruit new graduates required by the company,and optimize the company’s talent structure is an urgent problem to be solved in the human resource management of Z Group Company at present stage.This thesis takes Z Group Company as the research object.By using the methods of literature research,interview research and questionnaire survey,this thesis has a deep understanding of the current situation of Z Group Company’s campus recruitment.In combination with the survey of the company’s recruiters,new employees through campus recruitment in the past three years,the graduates who passed the interview but did not sign a contract,the graduates who broke the contract,new employees who have resigned in six months and the 2024 graduates,the problems and internal causes of Z Group Company’s campus recruitment are mainly discussed in the following four aspects: Low efficiency of recruitment process,unsatisfactory input-output ratio of recruitment channels,increasingly poor quality of talents through campus recruitment and low acceptance rate of campus recruitment.According to the problem analysis,this thesis mainly uses the person-post matching theory,behavioral interview theory and PDCA cycle theory to put forward the suggestions for improvement based on the actual situation.The suggestions focus on four aspects: Firstly,reshape the recruitment process,optimize the division of labor,readjust the staff allocation,put the personnel demand statistics ahead of the work and standardize the important recruitment actions at each recruitment site;Secondly,extend recruitment channels,build a supply chain for campus talents,reorient the target universities and majors,make breakthroughs in the official channels trusted by graduates and enhance the attractiveness of the company by carrying out college-enterprise cooperation activities,summer internship programs,etc;Thirdly,conduct combined online and offline selection and evaluation,divide candidates into two groups at the part of resume delivery,apply behavioral interview techniques and strengthen the training of interviewers and staff;Last but not least,improve the work after recruitment,establish a talent pool for candidates who have not passed the selection,maintain relationship with new employees and improve the training and assessment management system of new employees through campus recruitment.This thesis has put forward some scientific suggestions for improvement that are beneficial to the tripartite win-win situation of the company,campus and graduates.These suggestions can improve the completion rate of Z Group Company’ campus recruitment and provide new ideas for the company through the recruitment of campus talents,so as to build a stable talent supply chain.