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）校園招聘混亂無序。高校為了保證畢業生的就業率，對企業的要求來之不拒，所以，校園招聘會的數量越來越多且呈現出無序和無計劃狀態，造成學生對招聘會不夠重視，也給企業招聘合適人才增加了難度。

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）企業崗位設置問題。參加校園招聘會時，有些企業崗位設置不恰當，對應聘人員的任職資格要求太高，往往會招不到合適的人才。

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）學生職業定位問題。學生自我職業定位不夠準確，一心只想往名企就職或者是熱門行業，一山望著一山高，也經常會現手里拿著錄取通知書，遲遲不就職，總想等著更好的崗位出現。

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）招聘人員素質不高。校園招聘會是企業和畢業生雙向選擇的一個過程，招聘團隊的水平和綜合素質，將影響校園招聘工作各環節的進展及其工作質量。

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）應聘簡歷篩選問題。應聘學生的簡歷大同小異，沒什么工作經驗，看起來都一樣，很難區分。

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）錄取學生培養問題。很多企業對于錄取的學生往往重視不夠，沒有安排合適的輔導及培養，讓學生自生自滅。

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.

針對以上問題，建議解決方案為：

For the above problems, the recommended solutions are:

首先，合理制定公司組織架構及各崗位人員任職要求，了解企業現有人員的情況、用人需求及育才計劃，制定周密的招聘計劃，選擇合適的招聘渠道；

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，對學校及相關進行調查，與合適的學校保持密切聯系，及時將企業的招聘崗位及任職要求傳遞給學校，由學校事先進行推廣及宣導，或由學校推薦合適人才；

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;

做好校園招聘的充分準備，包括做好校園招聘前期的宣傳工作（包括企業的前景及員工的職業發展），選擇的招聘團隊，張貼清晰的崗位及應職要求，耐心與學生解答，充分了解學生及其求職意向；

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;

對錄取的學生予以重視并給予合適的安排（包括生活、工作及職業規劃方面），定期訪談及心理輔導。

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工作同樣重要

HR work after recruitment is equally important

關于校園招聘，這里還有三個方面想強調一下：

As for campus recruitment, here are three aspects to emphasize:

（1）做足準備工作，加強企業宣傳。校園招聘其實是對企業雇主品牌很好的宣傳方式，每年那么多的企業進行校園招聘，除了真正想招一些有用之才外，更重要的一個目的，就是加強企業的品牌宣傳。所以，建議大家進行校園招聘時，一定要做足準備工作，才能達到“吸納人才”、“品牌宣傳”的雙重目標。

(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）重在招聘之后的系統培訓，而不是招聘本身。由于通過校園招聘進來的人員都是應屆畢業生，如果沒有系統的培訓方案及落地執行，新來的人員遲遲不能進入狀態，遲遲產生不了應有的作用（即崗位勝任），起不到有才儲備的補充功能，那么，不僅企業的目標達不成，員工個人也因為感覺學不到東西而選擇離開。

(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）優化晉升激勵系統，留住有用員工。校園招聘的人員一般是為人才儲備及人才梯隊建設而招聘的，但員工進入公司之后，公司需要建立相應的晉升激勱系統，并切實執行，這樣才能讓員工看到希望，看到自己在公司不段成長的可能，也才有可能靜下心來在公司尋求發展，更終達成共羸。

(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.

以上就是小編為您提供的關于濟南獵頭公司的知識，更多的精彩內容請您繼續關注我們的網站：http://www.garage-1.com

The above is the knowledge about Jinan headhunting company provided by Xiaobian. Please continue to pay attention to our website for more wonderful contents: http://www.garage-1.com