Campus network recruitment information management method

Abstract

The invention relates to a campus network recruitment information management method. The method specifically comprises the following steps: firstly, a campus recruitment website is established; then,a campus recruitment website manager publishes recruitment information or an employer logs in a campus recruitment website to publish the recruitment information; the recruitment information can alsobe pushed to the job hunting students through the WeChat official account; the WeChat official account only pushes student intention posts and intention companies, the job hunting students fill in resumes online or a campus recruitment website manager inputs job hunting intentions of the job hunting students into a campus recruitment website, and finally, the campus recruitment website matches recruitment information with job hunting information and outputs matching information. According to the campus network recruitment information management method provided by the invention, a campus recruitment website using the method provides a good docking communication platform for employment units and job hunting students. Resources are fully shared. The matching degree between the employment units and the job hunting students is good, the efficiency is high, and the cost is low.

Description

[0001] (1) Technical field: [0002] The invention relates to an information management method, in particular to a campus network recruitment information management method. [0003] (2) Background technology: [0004] At present, in an increasingly competitive social environment, the competition between enterprises is ultimately manifested as a competition for talents. However, there is a serious information imbalance between enterprises and talents. On the one hand, enterprises are thirsty for talents and in the media. Recruitment tips are released everywhere on the Internet. Perhaps Nuo has a high salary or promises to provide good conditions, but still cannot recruit suitable talents. As the fertility rate continues to remain low, the aging of the population accelerates, and the shortage of corporate talents is increasing, which provides human resources for the company. Managers bring a lot of pressure; on the other hand, talents want to go to their favorite unit, but cannot colle...

AI Technical Summary

Problems solved by technology

[0004] At present, in the increasingly competitive social environment, the competition between enterprises is ultimately manifested as the competition of talents, but there is a serious information asymmetry between enterprises and talents. Recruitment notices are published everywhere on the Internet, or they promise high salaries or promise to provide favorable conditions, but they still cannot recruit suitable talents. As the fertility rate continues to maintain a low level, the aging population accelerates, and enterprises are increasingly short of talents. Managers bring a lot of pressure; on the other hand, talents want to go to the company they want, but they can’t collect the recruitment information of the company they want. Even if they send their resumes everywhere, they still can’t find a suitable job

Especially the graduates who are about to step out of school, very much hope to find a suitable job in the graduation season, but due to information asymmetry, unequal resources, and the lack of a platform to connect enterprises and graduates, resources are shelved, and there is a gap between enterprises and talents. very low match

The existing talent information network or recruitment website is mainly aimed at talents with work experience. These job seekers have rich experience, do not need special employment guidance, and have a deep understanding of recruitment information, but they are not suitable for college students who are about to graduate , they have no work experience, and they need guidance in every step from submitting resumes to interview preparations to employment. They also need to communicate with the same job seekers to obtain information and experience, or communicate with corporate human resource managers to deeply understand the connotation of recruitment information. However, general recruitment websites have relatively extensive management of information, which cannot meet the needs of enterprises and graduates.