When we step out of campus and into the workplace, we will find a phenomenon: some people enter the company through school recruitment, while some people enter the company through social recruitment.
Both of these recruitment methods play a vital role in our careers, but how exactly do they differ?
Why do some people succeed in both school and social recruitment, while others repeatedly hit a wall? After working, I realized that the gap between school recruitment and social recruitment is **. Thankfully, I didn't take a detour.
1. Definition and difference between school recruitment and social recruitment
Campus recruitment, as the name suggests, refers to the recruitment activities carried out by enterprises on campus, mainly for college students and graduate students who are about to graduate or have already graduated.
Social recruitment refers to recruitment activities conducted in the society and is open to all people with work experience. Both recruitment methods differ in purpose, form, and selection criteria.
First of all, the main purpose of school recruitment is to inject fresh blood into the enterprise and cultivate the backbone of the future. Therefore, companies pay more attention to the potential and development potential of students when recruiting students, rather than just professional knowledge and skills.
Social recruitment, on the other hand, pays more attention to the candidate's actual work experience and skills, as well as the degree of matching with the position.
Secondly, school recruitment is usually carried out in the form of large-scale information sessions, while social recruitment is more carried out through channels such as the Internet, social ** and headhunting companies.
The selection criteria for school recruitment mainly include academic performance, club experience, internship experience, etc., while social recruitment will pay more attention to work experience, project experience, skills and expertise.
2. Advantages and limitations of school recruitment and social recruitment
1.Advantages of school recruitment
Talent Reserve: Through school recruitment, enterprises can lock in a group of potential young people in advance, systematically cultivate and develop, and reserve talents for the long-term development of the enterprise.
Brand promotion: School recruitment can enhance the visibility of enterprises on campus and improve brand influence.
Wide range of selection: Large-scale recruitment of fresh graduates can attract a large number of outstanding students and select potential new talents.
2.Limitations of school recruitment
Gap between theory and practice: As school recruitment focuses on potential rather than practical work experience, it may take a long time for new hires to adapt to the workplace environment and job content.
High training costs: Businesses need to invest a lot of resources in the training and development of new employees.
Fierce competition: Since many companies recruit talent through school recruitment, the competition is quite fierce.
3.Advantages of social recruitment
Plug and play: Socially recruited employees usually have the experience and skills to match the position, and can quickly adapt to the work and create value for the company.
Strong targeting: Social recruitment can look for qualified talents according to the actual needs of the company.
High flexibility: Social recruitment is not limited by time and can be recruited at any time.
4.Limitations of social recruitment
High experience threshold: Social recruitment usually requires candidates to have a certain amount of work experience, which restricts the entry of some potential talents.
High recruitment costs: Compared with campus recruitment, social recruitment requires more time and resources to be screened and interviewed.
Low cultural fit: Socially recruited employees may have formed certain work habits and thinking patterns, and the fit with corporate culture is relatively low.
3. How to choose school recruitment and social recruitment
When choosing whether to use campus recruitment or social recruitment, enterprises should make decisions based on their actual situation and development needs.
For companies that need a lot of fresh blood and cultivate future backbones, campus recruitment may be a better choice.
For companies that urgently need to fill vacancies or find specific skilled talents, social recruitment may be more suitable.
In addition, companies should also consider factors such as cost, recruitment cycle, and talent quality when choosing a recruitment method.