校园招聘的有效性分析--以广州大学城为例(人力资源专业)

校园招聘的有效性分析--以广州大学城为例

【摘要】高等学校毕业生作为高学历、高素质群体之一，是我国重要的人力资源，其以专业知识扎实、可塑性强且用人成本低备受企业的青睐，校园招聘方式的应用随之越来越广泛。知识经济时代，企业的竞争归根结底是人才的竞争，拥有高质量的人力资源是企业获取核心竞争力的关键，有效的校园招聘能够大大增强企业的竞争力。然而，目前我国校园招聘成效似乎并不太尽如人意，签约率低、毁约率高，人才市场出现了企业招人难、学生就业难的“两难”局面。

本文首先通过了解国内外研究现状和进行理论分析，基于学生的角度初步构建了企业校园招聘有效性影响因素体系。而后通过实地调查、开放性访谈及结合自身所思所感完善、修订该体系。在此基础上设计调查问卷，对广州大学城高校应届生进行问卷调查，经过数据分析最终确定了校园招聘有效性影响因素体系。

该体系分为三个层面。企业层面包含6个主因素，22个子因素，影响程度由强到弱依次为：企业吸引力、校招团队、岗位特征、校招后期、校招计划和实施策略。高校层面的影响因素由2个主因素，5个子因素组成，依次为：就业宣传及就业指导；学生层面包括3个主因素，6个子因素，影响强弱程度依次为：工作表现、求职表现和职业生涯规划。

最后针对该体系分别从企业、高校及学生三个层面提出了相应提升校招有效性的对策，以期提高校园招聘成效，促使校园招聘方式被企业与学生充分利用，为缓和“两难”局面提供相应对策和建议。

【关键词】校园招聘；有效性；影响因素；提升对策

An Analysis of the Effectiveness of Campus Recruitment

--Taking Guangzhou Higher Educaiton Mega Center as an

Example

[Abstract] College graduates, as one of the high educated and high-quality groups, are important human resources in China. They’re favored by enterprises for their solid professional knowledge, strong plasticity and low employment cost. So the application of campus recruitment is more and more extensive. In knowledge economical time, the competition of enterprises is talent competition in the final analysis. So Having high-quality human resources is the key for enterprises to obtain the core competitiveness. Effective campus recruitment can greatly enhance enterprise competition capacity. However, at present, the effectiveness of campus recruitment seems to be unsatisfactory, with low signing rate and high breaking rate in our country. There is a dilemma of difficult recruitment for enterprises and difficult employment for students in the talent market.

First of all, this paper constructs the influencing factors system of the enterprise campus recruitment vadility from the perspective of students through learning domestic and foreign research status and theoretical analysis. And then revising the system through field investigation, open interviews and combined with my own thoughts and feelings. On this basis, I design a questionnaire to investigate the fresh college students in Guangzhou Higher Educaiton Mega Center. Through data analysis, the influencing factors system were finally determined.

The system is divided into three levels. At the enterprise level, there are 6 main factors and 22 sub factors. The order of influence is: enterprise attraction, campus recruitment team, job characteristics, campus recruitment later stage, campus recruitment plan and implementation strategy. The influencing factors at the university level are composed of 2 main factors and 5 sub factors, which are