摘要
摘要
企业在市场中的竞争归根结底是人才的竞争，招聘是人才引进的重要途径。
能否招聘到满足企业需求的人才，对企业生存和发展起着决定性的关键作用。A
公司作为一家快速发展的设计与施工一体的公司，随着新技术、新工艺、新设
备的更新迭代，同时基于公司中长期发展战略，公司对人才的要求越来越高，
需求量越来越大，但招聘的效果却不尽人意。如何有效引进充足优质的专业人
员、优化人力资源结构并促进公司实现战略目标，成了A公司亟待解决的问题。
本研究采用文献研究法、访谈研究法、案例研究法，从A公司和当地多所
高校的实际情况出发，深入了解原有招聘工作状况和人力资源现状，分析招聘
存在的局限性，结合公司岗位与高校对口专业学生情况，总结出在现有招聘工
作的基础上同时开展校园招聘的必要性和适用性，进而按招聘前期准备、实施
和评估三个阶段设计公司校园招聘方案。本研究主要运用招聘、校园招聘和行
为面试理论、人岗匹配理论并联系实际，对A公司开展校园招聘提出了具有创
新性和可操作性的方案。方案设计重点考虑三个方面：一是在招聘准备阶段系
统地梳理了招聘岗位需求计划、修订岗位说明书、重新组建招聘团队、精准定
位目标院校，为招聘做好充分准备。二是通过开展多项校企活动来增强公司吸
引力，同时公司也更真实更快捷地了解高校大学生情况并建立学生信息档案，
为后期人员招募和筛选打下坚实基础。三是在人员甄选环节通过专业实操测试
并结合行为面试CARO模型和STAR法则以及职业兴趣测试，深入了解应聘大学
生的专业能力和综合素质与岗位的匹配度，预测其将来的工作能力和工作表现，
从而提升人才招聘的准确度，为公司中长期发展战略做好有利的人力资源保障。
本研究切实提出了科学性、操作性较强且利于公司、高校、学生三方共赢
的校园招聘方案，不仅能够解决A公司招聘的局限性问题和改善人力资源结构，
还能满足公司战略发展的人才需求，而且对同行业的其他同类公司也有较好的
参考价值和借鉴意义，对高校校企合作的就业领域方面也起到了积极的推动作
用。
关键词：A公司；校园招聘；人员甄选；行为面试

Abstract
Abstract
In the final analysis, the competition of enterprises in the market is the
competition of talents, and recruitment is an important way to introduce
talents.Whether to recruit talents to meet the needs of enterprises plays a decisive role
in the survival and development of enterprises.As A rapidly developing company
integrating design and construction, with the update and iteration of new technology,
new process and new equipment, and based on the company's mid - and long-term
development strategy, company A has higher and higher requirements for talents and
greater demand, but the recruitment effect is not satisfactory.How to effectively
introduce sufficient high-quality professionals, optimize the structure of human
resources and promote the company to achieve strategic goals has become an urgent
problem for A company.
This study adopts the method of literature research, interview research and case
study. Starting from the actual situation of A Company and many local universities, it
has A deep understanding of the original recruitment work and human resources
status quo, analyzes the limitations of recruitment, and combines the positions of the
company with the students of corresponding majors in universities. It summarizes the
necessity and applicability of carrying out campus recruitment simultaneously on the
basis of the existing recruitment work, and then designs the campus recruitment
scheme according to the three stages of recruitment preparation, implementation and
evaluation.This study mainly applies the theories of recruitment, campus recruitment
and behavioral interview, man-post matching theory and practice, and puts forward an
innovative and operable scheme for A company to carry out campus recruitment.The
scheme design mainly considers three aspects: first, in the recruitment preparation
stage, systematically combs the recruitment position demand plan, revises the job
description, re-establishes the recruitment team, precisely positions the target
university, and makes full preparations for the recruitment.Second, through a number
of school-enterprise activities to enhance the attractiveness of the company, the
company also more real and faster to understand the situation of college students and
establish student information files, for the later recruitment and screening of personnel
to lay a solid foundation.Thirdly, through professional practice test, CARO model of
behavioral interview, STAR principle and career interest test, the matching degree of
professional ability and comprehensive quality with the position of college students
can be deeply understood, and their future work ability and performance can be
I

Abstract
predicted, so as to improve the accuracy of talent recruitment. To ensure favorable
human resources for the company's mid - and long-term development strategy.
This study and put forward the scientific, operational stronger and conducive to
the company, colleges and universities, students of tripartite win-win campus
recruitment plan, not only can solve the problem of limitations of hiring A company
and improve human resources structure, also can meet the talent needs of the
development of corporate strategy, but also to the same industry of other similar
companies have good reference value and significance, It also plays a positive role in
promoting the employment field of university-enterprise cooperation.
Key words: A company; Campus recruitment; Personnel selection; Behavioral
interviews
II
。。。以下略