The Optimization Program On The Professional Personnels In Campus Recruitment Of First Automobile Work Communication Company

In 2015, the country put highly emphasis on the leading role of communication industry, Communication industry shoulder the important responsibility in overall of the service of economic and social development, to strengthen the construction of information infrastructure, to promote the speed of network and bring down the Internet fee. With an increasingly competitive industry and the rapid development of communication technology background, FAW Communication Company is a wholly owned subsidiary of China First Automobile Group Corporation, which has the task to promote the main company. So FAW need to recruit talented person to satisfied the demand of company’s development. With the premise of the analysis of internal human resources in the FAW company, we put our efforts on the improving quality and effective of human capital, as well as improve the structure of employees, manage employees, allocate professional personnel in specific area. So we need to focus on the recruitment of professional personnel in the campus.Through investigating about the FAW recruitment program, we find some problems as followed: First, the way of recruitment information of professional personnel is lag behind. The information release channel doesn’t optimized with the change of objective factors about campus recruitment. This can’t give rise to the targeted recruitment’s attention. Second, the evaluation index only focuses on the competent conditions of the jobs, which makes the index defected. In addition, the evaluation index is complicated and hard to understand during the interview. As a result, the evaluation results will influenced by the juries’ subjective factors and it’ll lack of objectivity. Third, the interview process has already used leadless group discussion and semi-structured method. This kind of high effective way doesn’t grasp the essence of the method. This kind of election method doesn’t relate each other in order to make the interview results not convincing. The problem of present recruitment will influence the recruitment of talented person, and it will also increase the company’s artificial costs as well as it will impede the strategy to come true.The quality of the recruitment will directly influence the quality of employees and the realization of the company’s strategy goals. An effective recruitment can not only improve its quality, but also it can optimize the human resources as well as reduce the cost. So, the paper focuses on the optimization of the campus recruitment in order that it’ll improve the the plan’s reliability and validity.The thesis has many research on the relevant data and use human resources theory as well as the method of examples of proof, according to the current situation, we need to analysis the causes. We can optimize the recruitment plan from three aspects in order to satisfied the demanding talented professional personnel. First, under the premise of Internet and We Media pursue personality, We Media is a densely gathering for FAW communication recruitment. Therefore, in addition to the company’s release the recruitment information on the website, campus billboard and meeting, the company also increase the release channel in order to realize the optimization of its recruitment. The main purpose is to arise the employee’s attention about campus recruitment. Then, we need to research on the matching theory between person and company as well as the design of the evaluation index about professional personnel. In addition, we need to indicate the index of facet, and its weigh. In order that the juries can provide foundation and standard for the evaluation of the interview, which can also make the evaluation results objective and can better reflect the overall competence of the employee. Finally, before the interview, we need to do the training for juries before the interview and tell them the process, standard, grading of the interview. As for the second interview, the juries should be divided according to their contribution in the all areas. This can guarantee the deeper competence of the employees. We can arrange a host during the interview, whose task is to control the process and make sure the evaluation standard as well as provide support for all the interviewees.We can make evaluation and feedback according to four aspects, that is-the cost of employment, the evaluation of the employee, overall evaluation and the optimization of the recruitment. We can come to the conclusion that after optimizing the recruitment plan, we improve the job cost effective, the quality of employee and the matching between person and organization. This can satisfied the demand for professional people.