摘 要

随着经济社会的不断发展，企业的人力资源管理水平不断提升，人力资源招聘工作已由原来传统的单一招聘形式发展为多元化、多渠道的招聘形式。校园招聘作为我国市场经济体制下逐渐发展的人力资源招聘形式，在企业中有着重要的战略意义。近年来，越来越多的企业热衷采取校园招聘形式招聘优秀大学生，为企业注入新生力量。通过校园招聘形式，可为企业吸纳一批符合企业岗位要求的优秀应届毕业生作为人才储备，为企业的发展注入新鲜力量。但经过多年的发展，企业校园招聘形式也显露出一些问题及困境，一个亟待解决的难题是，如何有效地甄选出符合企业战略发展的优秀毕业生，为企业储备人才。据此，本文以B公司为例，对B公司校园招聘甄选流程体系进行诊断并优化，使其校招甄选工作更为科学有效。

本文以胜任力模型、能岗匹配、漏斗模型招聘理论为依托，结合B公司在校园招聘人才甄选过程中存在的缺乏合理人才需求计划、人才选拔标准，招聘甄选团队的组成缺乏专业性同时缺乏相应培训以及校招甄选结束后缺乏评估等问题提出优化思路和改进策略。其中甄选人才需求一方面要结合公司岗位空缺需求得出，一方面也要根据公司发展状况预测需增减人数；岗位能力要求主要结合企业以及岗位对人员素质要求推导得出；基于能力要求的人力资源甄选环节需明确甄选流程和甄选方法，提前准备面试提纲和面试评分表；而在评估环节则需要注重科学方法的运用。文章最后以公司校招的硬件工程师一岗为例对优化思路进行演示。

本文通过对B公司校园招聘甄选流程的优化，最终得出只有真正地根据需求和一定的评判标准甄选，由更合适的主体去实施甄选才能筛选出符合企业标准的人才，在甄选结束后对甄选结果进行评估才能更好地为下一次甄选的提升提供依据的结论，希望在未来B公司及其他同类公司的校园招聘工作开展中有指导作用。

本文的创新点在于：依托招聘基础理论，对B公司校园招聘甄选流程体系进行诊断，并提出改进建议，进行优化。尤其是运用岗位能力胜任模型，对其进行分级进行行为指标划分以此构建甄选评价标准，并进行对应表单设计，从无到有，使得B公司校园招聘甄选工作更加有据可依，更规范化和标准化。

关键词：校园招聘；甄选；优化

Abstract

Due to the constant development of economic society and enhancement of enterprises’ human resource management level, the recruitment exercise of human resource has progressed from traditional single recruitment form into the diversified and multi-channel pattern. As the human resource recruitment form gradually developed in Chinese market economic system, campus recruitment plays important significance. Under such background, more and more enterprises are keen on adopting campus recruitment to employ excellent college students and infuse new blood. By means of campus recruitment, enterprises can attract a batch of graduating students qualified for job requirements as talent reserve so as to promote enterprise development in the future. However, over the years’ development, campus recruitment form also exposed many problems as well as difficulties, among which the one urgently needs to be solved is how to effectively select the outstanding students in accordance with enterprise development strategy to reserve talents for enterprises. For this purpose, this paper took B Company as example to analyze and optimize the selection process of B Company’s campus recruitment system, and make it become more scientific as well as effective.

Based on the recruitment theory of competency model, ability-post matching and funnel model, this paper proposed optimizing thinking and improvement strategy through combining with the problems of B Company’s campus recruitment system, such as lack of reasonable talent demand plan, talent selection standard, shortage of specialty and training of recruitment group, and absence of assessment after campus recruitment. On the one hand, the selection of talent demands shall be concluded based on company’s job vacancy; on the other hand, it is necessary to predict the number of employees regulated according to company development situation; post capacity requirement is obtained by combining with enterprise and jobs’ requirement for talent attainment; the human resource selection based on ability requirement needs to define selection process as well as method, so as to prepare for interview outline and mark sheet; besides, the assessment link shall emphasize on the utilization of scientific methods. Finally, this paper demonstrated the optimization idea by taking the post of hardware engineer as example.

By means of optimizing the campus recruitment selection process of B Company, this paper ultimately concluded that, only the selection authentically based on demands and certain judgment standard implemented by suitable subjects can select the talents qualified for enterprise standard. Meanwhile, to assess the selection result can better provide reference for the optimization of next selection. All these expect to guide the campus recruitment exercise of B Company as well as other similar enterprises.

The innovative points of this paper are that, it analyzed the selection process of B Company’s campus recruitment based on basic theory to propose improvement suggestion and optimize. Particularly grading and classifying behavioral index via utilizing job ability competency model to construct selection evaluation standard. In addition, it designed corresponding forms to make the campus recruitment of B Company evidence-based, standardized and normalized.

Key words:campus recruiting;selection;optimization

目录

第1章 绪论 1

1.1 研究背景及意义 1

1.1.1 研究背景 1

1.1.2 研究目的及意义 1

1.2 国内外研究现状 2

1.2.1 国外研究现状 2

1.2.2 国内研究现状 3

1.3 研究内容及方法 3

1.3.1 研究内容 4

1.3.2 研究方法 4

第2章 理论基础 6

2.1 基本概念 6

2.1.1 招聘的概念 6

2.1.2 校园招聘的概念 6

2.2 招聘管理基础理论 6

2.2.1 胜任力模型理论 6

2.2.2 能岗匹配理论 7

2.2.3 漏斗模型理论 8

第3章 B公司校园招聘现状及存在问题分析 9

3.1 B公司简介 9

3.1.1 B公司组织结构 9

3.1.2 B公司人员构成 9

3.2 B公司现有的招聘模式 10

3.3 B公司现有的校园招聘模式 10

3.4 B公司校园招聘存在问题分析 12

第4章 B公司基于能力评价标准的校园招聘甄选 15

4.1 甄选流程设计 15

4.1.1确定人才甄选需求 16

4.1.2界定能力评价标准 16

4.1.3组建甄选团队成员及校园招聘甄选培训实施 17

4.1.4招聘甄选实施 17

4.1.5建立有效的甄选评估体系 19

4.2 B公司硬件工程师的校园招聘甄选示例 20

4.2.1需求分析 20

4.2.2甄选评价体系建立 21

4.2.2.1确定岗位能力要求 21

4.2.2.2评分标准的设定 23

4.2.2.3行为化面试题本及配套表单设计 27

4.2.3甄选的实施及录用结果 32

第5章 总结与展望 33

5.1本文总结 33

5.2不足与展望 33

参考文献 35

致 谢 36

第1章 绪论

1.1 研究背景及意义

1.1.1 研究背景

随着世界经济一体化趋势日益加强，市场竞争也愈加激烈。怎样持续地获得竞争优势在市场中取胜，是值得每一家中国企业思考的问题。企业获得竞争优势的基础力量是核心竞争力，凭借人所掌握的核心专长与技能，企业中的人力资源是企业持续构建核心竞争力的最终来源。

对于企业的基业长青来讲，没有什么比雇佣到优秀的人才更重要，而作为获取优秀人才的最主要途径，招聘越来越受到企业的重视。企业的人力资源管理水平随着经济社会的不断发展而不断提升，人力资源招聘工作也已由原来传统单一形式发展为多元化、多渠道。校园招聘是在我国市场经济体制下逐渐发展起来的人力资源招聘形式。作为为企业发展提供人才储备，注入新鲜血液的招聘方式，校园招聘近年来越来越受到企业的青睐。然而随着时间的发展，企业校招形式也陷入一定的困境，显露出一些问题。比如人才选拔过程中缺乏一定的评判标准，普遍存在“拍脑袋”现象；人员甄选工具缺乏科学性，较少考虑应聘者的内在动机是否与企业相匹配；在甄选结束后，缺乏对甄选结果的追踪评估等。这些问题都将制约着企业校园招聘的进一步发展。