Analysis of Campus Recruitment in Contemporary AI Companies

Yuwen Xinghang

doi:doi:10.11648/j.si.20241202.15

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Analysis of Campus Recruitment in Contemporary AI Companies

Yuwen Xinghang^*

Published in Science Innovation (Volume 12, Issue 2)

Received: 24 March 2024 Accepted: 17 April 2024 Published: 29 April 2024

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Abstract

With the continuous evolution of AI technology, the demand for talents is constantly increasing, and the demand for high-quality talents is becoming increasingly urgent. Campus recruitment, as an important way of talent introduction, provides AI companies with rich talent selection space. However, people from different eras have completely different cognitive and behavioral preferences towards campus recruitment. The generation that grew up before and after the reform may not have established a sense of independent career choice when they first entered society at a young age; Some of the post-90s generation, who were initially labeled as "rebellious," have now entered their thirties and are increasingly learning to seek their professional value under the premise of seeking stability in reality. In the post-95s and post-00s generation who have been "rectifying the workplace", they have learned to make two-way choices and can even use various information channels to conduct "reverse interviews" with enterprises to ensure suitable employment opportunities. At present, the campus recruitment group has gradually entered the "post-2000" era. While AI companies need to face fierce market competition, how to attract and retain excellent young talents has become an important challenge. The article analyzes and summarizes the current situation of campus recruitment in contemporary AI enterprises, and provides suggestions for optimization solutions. It is hoped that this can solve the practical problems that contemporary AI companies face in campus recruitment and provide reference for the implementation of campus recruitment plans in related AI enterprises in the future.

Published in	Science Innovation (Volume 12, Issue 2)
DOI	10.11648/j.si.20241202.15
Page(s)	43-47
Creative Commons	This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited.
Copyright	Copyright © The Author(s), 2024. Published by Science Publishing Group

Keywords

Artificial Intelligence, Campus Recruitment, Post-00s

References

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[4]	赵思超. 新时代企业校园招聘的有效性研究 [J]. 黑龙江人力资源和社会保障, 2022, (11): 133-135.
[5]	吴丽红. 当前企业校园招聘的现实困境与因应之策 [J]. 宁波经济(三江论坛), 2023, (06): 21-23.
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APA Style

Xinghang, Y. (2024). Analysis of Campus Recruitment in Contemporary AI Companies. Science Innovation, 12(2), 43-47. https://doi.org/10.11648/j.si.20241202.15

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ACS Style

Xinghang, Y. Analysis of Campus Recruitment in Contemporary AI Companies. Sci. Innov. 2024, 12(2), 43-47. doi: 10.11648/j.si.20241202.15

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AMA Style

Xinghang Y. Analysis of Campus Recruitment in Contemporary AI Companies. Sci Innov. 2024;12(2):43-47. doi: 10.11648/j.si.20241202.15

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@article{10.11648/j.si.20241202.15,
  author = {Yuwen Xinghang},
  title = {Analysis of Campus Recruitment in Contemporary AI Companies
},
  journal = {Science Innovation},
  volume = {12},
  number = {2},
  pages = {43-47},
  doi = {10.11648/j.si.20241202.15},
  url = {https://doi.org/10.11648/j.si.20241202.15},
  eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.si.20241202.15},
  abstract = {With the continuous evolution of AI technology, the demand for talents is constantly increasing, and the demand for high-quality talents is becoming increasingly urgent. Campus recruitment, as an important way of talent introduction, provides AI companies with rich talent selection space. However, people from different eras have completely different cognitive and behavioral preferences towards campus recruitment. The generation that grew up before and after the reform may not have established a sense of independent career choice when they first entered society at a young age; Some of the post-90s generation, who were initially labeled as "rebellious," have now entered their thirties and are increasingly learning to seek their professional value under the premise of seeking stability in reality. In the post-95s and post-00s generation who have been "rectifying the workplace", they have learned to make two-way choices and can even use various information channels to conduct "reverse interviews" with enterprises to ensure suitable employment opportunities. At present, the campus recruitment group has gradually entered the "post-2000" era. While AI companies need to face fierce market competition, how to attract and retain excellent young talents has become an important challenge. The article analyzes and summarizes the current situation of campus recruitment in contemporary AI enterprises, and provides suggestions for optimization solutions. It is hoped that this can solve the practical problems that contemporary AI companies face in campus recruitment and provide reference for the implementation of campus recruitment plans in related AI enterprises in the future.
},
 year = {2024}
}

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TY  - JOUR
T1  - Analysis of Campus Recruitment in Contemporary AI Companies

AU  - Yuwen Xinghang
Y1  - 2024/04/29
PY  - 2024
N1  - https://doi.org/10.11648/j.si.20241202.15
DO  - 10.11648/j.si.20241202.15
T2  - Science Innovation
JF  - Science Innovation
JO  - Science Innovation
SP  - 43
EP  - 47
PB  - Science Publishing Group
SN  - 2328-787X
UR  - https://doi.org/10.11648/j.si.20241202.15
AB  - With the continuous evolution of AI technology, the demand for talents is constantly increasing, and the demand for high-quality talents is becoming increasingly urgent. Campus recruitment, as an important way of talent introduction, provides AI companies with rich talent selection space. However, people from different eras have completely different cognitive and behavioral preferences towards campus recruitment. The generation that grew up before and after the reform may not have established a sense of independent career choice when they first entered society at a young age; Some of the post-90s generation, who were initially labeled as "rebellious," have now entered their thirties and are increasingly learning to seek their professional value under the premise of seeking stability in reality. In the post-95s and post-00s generation who have been "rectifying the workplace", they have learned to make two-way choices and can even use various information channels to conduct "reverse interviews" with enterprises to ensure suitable employment opportunities. At present, the campus recruitment group has gradually entered the "post-2000" era. While AI companies need to face fierce market competition, how to attract and retain excellent young talents has become an important challenge. The article analyzes and summarizes the current situation of campus recruitment in contemporary AI enterprises, and provides suggestions for optimization solutions. It is hoped that this can solve the practical problems that contemporary AI companies face in campus recruitment and provide reference for the implementation of campus recruitment plans in related AI enterprises in the future.

VL  - 12
IS  - 2
ER  -

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Author Information

Yuwen Xinghang

Business School, University of Shanghai for Science and Technology, Shanghai, China

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Plain Text BibTeX RIS

APA Style

Xinghang, Y. (2024). Analysis of Campus Recruitment in Contemporary AI Companies. Science Innovation, 12(2), 43-47. https://doi.org/10.11648/j.si.20241202.15

Copy | Download

ACS Style

Xinghang, Y. Analysis of Campus Recruitment in Contemporary AI Companies. Sci. Innov. 2024, 12(2), 43-47. doi: 10.11648/j.si.20241202.15

Copy | Download

AMA Style

Xinghang Y. Analysis of Campus Recruitment in Contemporary AI Companies. Sci Innov. 2024;12(2):43-47. doi: 10.11648/j.si.20241202.15

Copy | Download

@article{10.11648/j.si.20241202.15,
  author = {Yuwen Xinghang},
  title = {Analysis of Campus Recruitment in Contemporary AI Companies
},
  journal = {Science Innovation},
  volume = {12},
  number = {2},
  pages = {43-47},
  doi = {10.11648/j.si.20241202.15},
  url = {https://doi.org/10.11648/j.si.20241202.15},
  eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.si.20241202.15},
  abstract = {With the continuous evolution of AI technology, the demand for talents is constantly increasing, and the demand for high-quality talents is becoming increasingly urgent. Campus recruitment, as an important way of talent introduction, provides AI companies with rich talent selection space. However, people from different eras have completely different cognitive and behavioral preferences towards campus recruitment. The generation that grew up before and after the reform may not have established a sense of independent career choice when they first entered society at a young age; Some of the post-90s generation, who were initially labeled as "rebellious," have now entered their thirties and are increasingly learning to seek their professional value under the premise of seeking stability in reality. In the post-95s and post-00s generation who have been "rectifying the workplace", they have learned to make two-way choices and can even use various information channels to conduct "reverse interviews" with enterprises to ensure suitable employment opportunities. At present, the campus recruitment group has gradually entered the "post-2000" era. While AI companies need to face fierce market competition, how to attract and retain excellent young talents has become an important challenge. The article analyzes and summarizes the current situation of campus recruitment in contemporary AI enterprises, and provides suggestions for optimization solutions. It is hoped that this can solve the practical problems that contemporary AI companies face in campus recruitment and provide reference for the implementation of campus recruitment plans in related AI enterprises in the future.
},
 year = {2024}
}

Copy | Download

TY  - JOUR
T1  - Analysis of Campus Recruitment in Contemporary AI Companies

AU  - Yuwen Xinghang
Y1  - 2024/04/29
PY  - 2024
N1  - https://doi.org/10.11648/j.si.20241202.15
DO  - 10.11648/j.si.20241202.15
T2  - Science Innovation
JF  - Science Innovation
JO  - Science Innovation
SP  - 43
EP  - 47
PB  - Science Publishing Group
SN  - 2328-787X
UR  - https://doi.org/10.11648/j.si.20241202.15
AB  - With the continuous evolution of AI technology, the demand for talents is constantly increasing, and the demand for high-quality talents is becoming increasingly urgent. Campus recruitment, as an important way of talent introduction, provides AI companies with rich talent selection space. However, people from different eras have completely different cognitive and behavioral preferences towards campus recruitment. The generation that grew up before and after the reform may not have established a sense of independent career choice when they first entered society at a young age; Some of the post-90s generation, who were initially labeled as "rebellious," have now entered their thirties and are increasingly learning to seek their professional value under the premise of seeking stability in reality. In the post-95s and post-00s generation who have been "rectifying the workplace", they have learned to make two-way choices and can even use various information channels to conduct "reverse interviews" with enterprises to ensure suitable employment opportunities. At present, the campus recruitment group has gradually entered the "post-2000" era. While AI companies need to face fierce market competition, how to attract and retain excellent young talents has become an important challenge. The article analyzes and summarizes the current situation of campus recruitment in contemporary AI enterprises, and provides suggestions for optimization solutions. It is hoped that this can solve the practical problems that contemporary AI companies face in campus recruitment and provide reference for the implementation of campus recruitment plans in related AI enterprises in the future.

VL  - 12
IS  - 2
ER  -

Copy | Download