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(wú)序。高校為了保證畢業(yè)生的就業(yè)率，對(duì)企業(yè)的要求來(lái)之不拒，所以，校園招聘會(huì)的數(shù)量越來(lái)越多且呈現(xiàn)出無(wú)序和無(wú)計(jì)劃狀態(tài)，造成學(xué)生對(duì)招聘會(huì)不夠重視，也給企業(yè)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(yè)崗位設(shè)置問題。參加校園招聘會(huì)時(shí)，有些企業(yè)崗位設(shè)置不恰當(dāng)，對(duì)應(yīng)聘人員的任職資格要求太高，往往會(huì)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(xué)生職業(yè)定位問題。學(xué)生自我職業(yè)定位不夠準(zhǔn)確，一心只想往名企就職或者是熱門行業(yè)，一山望著一山高，也經(jīng)常會(huì)現(xiàn)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(xiàn)。

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(zhì)不高。校園招聘會(huì)是企業(yè)和畢業(yè)生雙向選擇的一個(gè)過(guò)程，招聘團(tuán)隊(duì)的水平和綜合素質(zhì)，將影響校園招聘工作各環(huán)節(jié)的進(jìn)展及其工作質(zhì)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(yīng)聘簡(jiǎn)歷篩選問題。應(yīng)聘學(xué)生的簡(jiǎn)歷大同小異，沒什么工作經(jīng)驗(yàn)，看起來(lái)都一樣，很難區(qū)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(xué)生培養(yǎng)問題。很多企業(yè)對(duì)于錄取的學(xué)生往往重視不夠，沒有安排合適的輔導(dǎo)及培養(yǎng)，讓學(xué)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(duì)以上問題，建議方案為：

For the above problems, the recommended solutions are:

，合理制定公司組織架構(gòu)及各崗位人員任職要求，了解企業(yè)現(xiàn)有人員的情況、用人需求及育才計(jì)劃，制定周密的招聘計(jì)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(duì)學(xué)校及相關(guān)進(jìn)行調(diào)查，與合適的學(xué)校保持密切聯(lián)系，及時(shí)將企業(yè)的招聘崗位及任職要求傳遞給學(xué)校，由學(xué)校事行推廣及宣導(dǎo)，或由學(xué)校合適人才；

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(zhǔn)備，包括做好校園招聘前期的宣傳工作（包括企業(yè)的前景及員工的職業(yè)發(fā)展），選擇的招聘團(tuán)隊(duì)，張貼清晰的崗位及應(yīng)職要求，耐心與學(xué)生解答，充分了解學(xué)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(duì)錄取的學(xué)生予以重視并給予合適的安排（包括生活、工作及職業(yè)規(guī)劃方面），定期訪談及心理輔導(dǎo)。

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(guān)于校園招聘，這里還有三個(gè)方面想強(qiáng)調(diào)一下：

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

（1）做足準(zhǔn)備工作，加強(qiáng)企業(yè)宣傳。校園招聘其實(shí)是對(duì)企業(yè)雇主很好的宣傳方式，每年那么多的企業(yè)進(jìn)行校園招聘，除了真正想招一些有用之才外，更重要的一個(gè)目的，就是加強(qiáng)企業(yè)的宣傳。所以，建議大家進(jìn)行校園招聘時(shí)，一定要做足準(zhǔn)備工作，才能達(dá)到“吸納人才”、“宣傳”的雙重目標(biāo)。

(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(tǒng)培訓(xùn)，而不是招聘本身。由于通過(guò)校園招聘進(jìn)來(lái)的人員都是應(yīng)屆畢業(yè)生，如果沒有系統(tǒng)的培訓(xùn)方案及落地執(zhí)行，新來(lái)的人員遲遲不能進(jìn)入狀態(tài)，遲遲產(chǎn)生不了應(yīng)有的作用（即崗位勝任），起不到有才儲(chǔ)備的補(bǔ)充功能，那么，不僅企業(yè)的目標(biāo)達(dá)不成，員工個(gè)人也因?yàn)楦杏X學(xué)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(yōu)化晉升激勵(lì)系統(tǒng)，留住有用員工。校園招聘的人員一般是為人才儲(chǔ)備及人才梯隊(duì)建設(shè)而招聘的，但員工進(jìn)入公司之后，公司需要建立相應(yīng)的晉升激勱系統(tǒng)，并切實(shí)執(zhí)行，這樣才能讓員工看到希望，看到自己在公司不段成長(zhǎng)的可能，也才有可能靜下心來(lái)在公司尋求發(fā)展，更終達(dá)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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