Research On W Company’s Campus Recruitment System And Its Improvement Based On Talent-post Matching Theory

Human Resource (HR) is an important aspect of a company which acts as the source of keeping competitive strength. In order to obtain human resources goals, companies must emphasize the work of human resources management in attracting, training, using, and preserving talents. Among them, attracting talents is a major part of obtaining suitable human resources. Attracting the proper talents can help decrease the cost of training, reduce incompetency and turnover, improve work efficiency, and create values for the organization.W company is a state owned enterprise and a leader in the chemical industry. In the past three years production has rapidly increased. W company is looking into the future by crafting a strategy of "internationalization" and "diversification," which can be seen in the acquisition and creation of new facilities overseas as well as the expansion of domestic petrochemical operations. The implementation of this strategy requires the support of related human resources, especially in adding talent and supplementing the inadequacies of current talents and employee structures.Because of the strength of W company in industry and exceptional technological and training capabilities, campus recruitment has become a main channel for attracting and supplementing talents. In order to satisfy the company’s strategic needs, HR utilizes theories relating to recruitment management as a guide. Through consulting and process optimization, HR comprehensively analyzes and judges the recruitment system and resolves problems as they appear. Through interviews and documentation analysis, this research identifies the following problems existed in the current campus recruitment system of W company:1) employment standards were not clear;2) integration of HR planning and strategy was lacking;3) the communication effectiveness of campus recruitment channels was not good; and4) the selection system had defects, and necessary measurement tools were incomplete.Based on these problems, this research suggests the following improvement methods:1) utilize work analysis to standardize and optimize position descriptions and establish practical recruitment standards;2) create an HR plan according to the strategy of the company and the abilities of each department, which includes6reports in terms of a report on employee changes from each department, a report on organizational changes, a recruitment plan, an employee advancement estimate, a salary plan and training plan. These six plans will help solve the problem of integrating the HR plan with the overall strategy of the company;3) working with recruitment websites, and expand campus recruitment channels, such as using WeChat, and other platforms that are popular among university students. These strategies will help increase coverage and promotion, extend the attractive aspects of the company, increase the effectiveness of promotions, and at the same time decrease the work load for HR; and4) as for the measurement system, the original system will be enhanced and improved. In particular, this research suggest to adopt, strengthen or improve the use of a variety of methods such as English test, abilities test,, independent small group conversation, psychological testing, interviewing and the interview framework, employee screening and implementation of employment policies by HR and each recruiting department working together. Through a description of W company’s campus recruitment system and its improvement process, this research has practical implications for W company to establish common campus recruitment opportunities. Further, the improvement process will be supplemented by learning lessons from other corporations.With the rapid development of the economy and society, the constant changes of business environment, and the dynamic nature of HR management practices, HR managers must know how to adapt theoretical new management practices to the practical situation of their company. HR objectives cannot be met in one step. When it is found that the company’s needs or system has problems, a suitable proposal directed towards the specific problems with step-by-step implementation will consistently increase the HR management skill levels.