基于精准匹配有效性的校园招聘—以A高校为例.docxVIP

PAGE PAGE 20 摘 要 随着社会在不断的前进和人才观念的不断更新，已经有越来越多的企业意识到人才的宝贵难得。各高校毕业生作为劳动市场的新主力、新源泉，他们的可塑性与知识储备都是可观的，自然是被各个企业争相挖掘。但是传统的人才市场上鱼目混珠，双方都不好分辨好坏。在这样的情况下，校园招聘就变成一种常态，通过问卷调查对A高校的学生采取样本收集，累计共回收125份有效问卷。本文针对调查所得数据进行分析，得出以下结论：校园招聘中存在着不少问题，如人员素质、企业重视程度、学生思想等。如果要想校园招聘成功发展下去，必须要能够实现精准招聘、岗位与学生的匹配适当且提高校园招聘的有效性。 关键词：校园招聘；精准招聘；岗位匹配；有效性； Abstract With the development of society and the renewal of the concept of talents, more and more enterprises have realized that talents are precious. As the new main force and source of the labor market, college graduates have considerable plasticity and knowledge reserve, which are naturally mined by various enterprises. But in the traditional talent market, both sides are not good at distinguishing good from bad. In this case, campus recruitment has become a normal situation. Through questionnaire survey, 125 valid questionnaires have been collected from students of a university. Based on the analysis of the survey data, this paper draws the following conclusions: there are many problems in campus recruitment, such as the quality of personnel, the importance of enterprises, students ideas and so on. If we want to succeed in the development of campus recruitment, we must be able to achieve accurate recruitment, appropriate matching of positions and students, and improve the effectiveness of campus recruitment. Keywords: Campus Recruitment; Precision recruitment; Job matching; Effectiveness; 目录 TOC \o 1-3 \h \z \u 第一章 绪论 1 1.1 研究背景 1 1.2 研究意义 1 1.3 研究目的 2 1.4 研究方法和路线 2 1.4.1 研究方法 2 1.4.2 研究路线 3 第二章 文献综述 4 2.1 精准招聘 4 2.2 招聘的匹配性 4 2.3 有效招聘 5 第三章 A高校校园招聘调查分析 7 3.1 样本描述 7 3.2 A高校学生参加校园招聘问卷数据分析 7 3.2.1 岗位与人的匹配 7 3.2.2 校园招聘中的面试 8 3.2.3 校园招聘中存在的问题及满意程度 9 第四章 影响 A高校校园招聘有效性成因分析 12 4.1 招聘人员素质一般 12 4.2 企业缺少招聘的前期准备 12 4.3 招聘观念陈旧 12 4.4 学生自身的期望值过高 12 第五章 提高A高校校园招聘有效性的建议 14 5.1 合理安排招聘人员 14 5.2 企业需做足准备 14 5.3 更新招聘观念 14 5.4 降低学生的期望值 14 第六章 结论与展望 15