【摘要】随着网络的普及，互联网技术的迅速发展，网络招聘在一定程度上影响了企业的招聘方式和应聘者的求职方式，它已经成为一种相对常见的招聘模式，并且向着更高效、更便捷的方式发展。在线上招聘方式不断进步的今天，企业需要合理分配各招聘渠道的投入，抓住核心竞争力，提高竞争优势。
当今时代，在互联网技术迅速发展和我国政策支持下，我国网络招聘行业的发展日趋完善，拉近了应聘者与招聘企业之间时间和空间的距离，应聘者有更多的机会去了解更多行业和更大地域范围的企业。企业随着业务调整，会比较各个渠道的效益，在更高效的渠道中投放更多资源，以提高招聘任务的效率。因此，不同行业的企业，在不同的发展阶段会制定相应的招聘运营策略，需要进行招聘渠道的有效性分析来比较渠道的价值，从而选择更适合企业的招聘渠道，优化企业的录用流程和效率。就目前来说，有关网络招聘的研究相对较少，再是汽车行业的网络招聘研究更少。因此，本课题的研究在一定程度上为汽车企业网络招聘问题这个研究方向提供了补充。针对线上招聘的模式，本篇论文通过研究其招聘渠道有效性以及问题，结合实际情况，研究其适合的网络招聘方式，期望能够对企业起参考作用。
本文通过简述招聘的相关理论知识，并对前人的文献进行研究，对企业的网络招聘情况以及问题进行梳理及借鉴，结合自己所学知识和实际的现实情况，初步分析出东风日产乘用车公司的网络招聘现状以及问题，将其作为实证进行分析。
据此，本文从汽车企业角度出发，以东风日产乘用车公司为例，调研其网络招聘情况以及问题，并根据调研所得出的问题，为当地汽车企业提出一些可以参考的建议和措施。
【关键词】网络招聘；招聘渠道；有效性
The Analysis of Company A for Effectiveness of Recruiting
Channels
[Abstract]With the popularity of the Internet and the rapid development of Internet technology, Internet recruitment has affected the recruitment methods of enterprises and job applicants to a certain extent. It has become a relatively common recruitment way and is developing more efficiently and conveniently. Nowadays, with the continuous improvement of online recruitment, companies need to rationally allocate investment in various recruitment channels, seize core competitiveness, and improve competitive advantage.
Internet technology is developing and with the support of policies, the development of China's internet recruiting industry is becoming more and more effective, and the time and space between applicants and recruiting companies have been shortened, candidates have opportunities to know more industrie
s and companies in a larger geographic area. As businesses adjust, companies will compare the effectiveness of various channels and invest more resources in more efficient channels to increase the efficiency of recruitment tasks. Therefore, enterprises in different industries will formulate corresponding recruitment operation strategies at different development stages. It is necessary to analyze the effectiveness of the recruitment channel to compare the value of the channel, so as to choose a recruitment channel more suitable for the enterprise and optimize the recruitment process and efficiency of the enterprise. For now, there are relatively few studies on online recruitment, and then there are fewer studies on internet recruiting in the automotive industry. Therefore, the research of this topic provides a supplement to the research direction of the online recruitment problem of automobile companies to a certain extent. In view of the online recruitment model, this paper studies the effectiveness and problems of its recruitment channels, combined with the actual situation, studies its suitable online recruitment methods, and hopes to serve as a reference for other enterprises.
The relevant theoretical knowledge of recruitment will be briefly summarized, it will also study the previous literature, sort out and draw on the company's online recruitment situation and problems, as well as combine with the knowledge learned and the actual situation, preliminary analysis of Dongfeng Nissan passenger Car company's online recruitment status and problems, as an empirical analysis.
Based on this, from the perspective of auto companies, this article takes Dongfeng Nissan Passenger Car Company as an example to investigate its online recruitment situation and problems, and according to the problems, it provides some suggestions and measures for other local auto companies to refer to.
[Keywords] Recruitment, Channels, Effectiveness
目录
1 绪论 (1)
1.1 研究背景 (1)
1.2 研究目的和意义 (2)
1.3 研究内容 (2)
1.4 研究方法 (3)
1.4.1 文献分析法 (3)
1.4.2 案例分析法 (3)
1.4.3 统计和分析 (3)
1.5 研究创新点 (3)
2 理论基础及文献综述 (4)
2.1 相关概念界定 (4)
2.1.1 网络招聘的定义 (4)
2.1.2 招聘渠道的定义 (4)
2.1.3招聘渠道有效性的定义 (4)
2.2 网络招聘发展现状 (5)
2.2.1国内外网络招聘发展现状 (5)
2.3 国内外相关研究状况 (6)
郑州日产招聘
2.3.1国内外研究现状 (6)
3 招聘渠道有效性分析—以东风日产乘用车公司为例 (8)
3.1 企业介绍 (8)
3.1.1 企业简介 (8)
3.2 东风日产乘用车公司的网络招聘流程和常用的网络招聘渠道 (8)
3.2.1招聘流程 (8)
3.2.2网络招聘渠道现状 (9)
3.3 东风日产乘用车公司网络招聘工作的具体开展情况 (10)
3.3.1 网络招聘工作开展情况 (10)
3.3.2 网络招聘工作存在的问题 (11)
3.4 东风日产乘用车公司网络招聘渠道有效性分析 (11)
3.4.1 社会招聘数据分析 (11)
3.4.2 校园招聘数据分析 (14)
4 对东风日产乘用车公司招聘渠道有效性提升的建议 (15)
4.1网络招聘渠道有效性分析 (15)
4.2 内部推荐渠道优化方案 (16)
4.2.1内部推荐渠道综合分析 (16)
4.2.2现内部推荐方案存在的问题 (16)
4.2.3内部推荐流程机制 (17)
4.2.4内部推荐奖励规则 (18)
5 结论与展望 (19)
5.1 结论 (19)
5.1.1 加强雇主品牌的建设和宣传 (19)
5.1.2提高内部推荐的运营效率 (19)
5.1.3搭建人才库，提高历史简历利用率 (20)
5.1.4 加强网络招聘的服务工作 (20)
5.2 研究的不足 (20)
5.3 研究展望 (21)
参考文献 (22)
致谢.................................... 错误!未定义书签。
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